Rejected internal job applicants are twice as likely to quit (news.cornell.edu)

Article summary

Research from Cornell University found that internal job applicants who face rejection are nearly twice as likely to leave their organizations than those who were either hired for an internal job or had not applied for a new job at all. The study analyzed over 9,000 rejection experiences of employees at a Fortune 100 company over a five-year period. Employees who were rejected after interviewing with the hiring manager were half as likely to exit as those rejected earlier in the process. A rejected candidate's likelihood of leaving was also cut in half if they were passed over in favor of an internal candidate, rather than an external candidate.

Main themes

• internal job rejection
• employee retention
• career advancement
• organizational structure
• hiring processes
• employee motivation

What commenters say

• Getting rejected for an internal job can signal to an employee that they have no opportunity for vertical growth in the organization, leading them to leave.
• The interview process itself can be a signal to employees that they are valued and have a chance at future advancement, even if they are rejected.
• Some commenters believe that being rejected for an internal job is not necessarily a reflection of an employee's value, but rather a natural part of the hiring process.
• Others argue that the process of applying for internal jobs can be frustrating and demotivating, especially when it involves going through the same application process as external candidates.
• Being passed over for a promotion in favor of a peer can be less demotivating than being passed over for an external candidate, as it suggests that the organization values internal talent.
• The structure of a company, with limited opportunities for advancement, can also contribute to employees leaving after being rejected for internal jobs.
• Some commenters disagree with the idea that interviewing rejected candidates can help retain them, arguing that it may not be a reliable signal of their qualifications or potential for growth.