Introduction At Tennant Company, internal recruiting has become a high priority due to growing organizational needs related to talent retention, shrinking talent pools of experienced individuals, and the need to make the most of existing talent knowledge, skills and abilities. Tennant was forced to scale back external hiring initiatives, as many organizations have, during tough economic times. At Tennant, this has put metrics at the forefront of our business as budgets have become increasingly important at all levels of the company. Due to increased awareness and budget concerns, Tennant's HR team looked within the organization for a way to reduce costs associated with recruiting, training and development, as well as a way to mitigate turnover and influence short and long term loyalty objectives. For the purposes of this paper, I will highlight the internal recruiting practices currently used by Tennant Company, discuss their effectiveness, and offer recommendations for future improvements. Evaluating Internal Recruiting There are several sources to consider when internally recruiting. Tennant's main strategy is to reach as many people as possible. I believe this approach is a safeguarded attempt to ensure that current employees do not feel or see the process as rigged, favored or influenced. Tennant HR recruits internal candidates across the company with sources including: an intranet careers page, location-based message boards, employee referral campaigns and succession planning. The Tennant Intranet careers page is accessible to all active employees who have access to a computer. The intranet careers page is a real-time reflection of everything… in the center of the sheet… “table”. Discussions about creative, simpler solutions that also commonly represent a less expensive approach to talent acquisition have influenced business perceptions of HR's ability to consult and collaborate. As the economy recovers, the labor pool is expected to shrink and baby boomers will leave the workforce. Tennant will need to collect, evaluate and learn a lot about the metrics and how the different recruiting sources used impact the business in order to manage revenue and control costs. Additionally, the future development of alternative approaches, such as clear succession planning, will better position Tennant Company with a plan and strategy towards successful internal recruiting practices. Works Cited Heneman, H.G., Judge, T.A. and Kammeyer-Mueller, John D. (2012) Staffing Organizations, Seventh Edition. Boston, MA: Irwin McGraw-Hill.