Time and time again it has been proven that internal hiring is a better bet for a business to locate best people for an organization. Internal hires are expected to perform much better, work out to be less costly. The chances to succeed are more, would move out less and in fact provide a plethora of benefits rather than hiring anyone from outside the organization. But at the same time internal hiring could work out to be tricky, as if the right person does not match up to the employees, there is a risk of losing out on business resources and even that employee. Recruitment software is a solution to streamline the process of recruitment and they go a long way in adding up to the efficiency of a recruitment process.
What is the perception of employees?
Before ticking off existing employees about the internal positions in an organization you need to figure out which employees are open to switching roles or are seeking ones outside the organization. Just because someone has skills in a job does not mean that they would be interested to be taking up that role. For some this might be a comfortable option, whereas they are not comfortable in moving to any other position in the company. If you are aware of the goals along with aspirations of your employees, you reduce the time that is spent on the choice of the wrong candidates.
The key is to assess and not to assume
The best task for an organization evolving in internal hiring is to conduct regular assessment of their workforce. Once the Human resource department is aware on the strengths along with weakness of employees they are in a better position to match the requirements of the job with the internal pool of the company. To a large extent this goes on to reduce the chance of recruiting the wrong employee as the person who is making the decision is well equipped with the scientific knowledge along with aptitude of the person.
Keep away from any form of confusions
The need of the hour is to have clear policies as far as internal recruitment is concerned. In a long way this reduces the possibility of hazard applications in a system. It has to be clear that who can apply for what positions in an organization, which are the departments that can pouch from other employees and how you are planning to convey internal vacancies to various employees in an organized manner.
Coping up with rejections
You have to consider the fact that internal hiring is more complicated than external hiring. All the more so, when it comes down to cope up with rejections. For example, any employee who is not been selected for a job would feel that they are unfairly treated and even the management has gone on to make a biased decision.
When it comes to external hiring, there is no need to be concerned about such decisions that arise with external hiring. In a way this could reduce the motivation level of the employees and bring down the levels of productivity. Even conflicts between employees can be solved. For this reason you need to have a proper system and communication channel in place. Even there has to be a plan in place in order to motivate the rejected employees and to keep the productivity levels.
Reduce the impact of vacancy domino
In case if you relocate your employees with an organization from one department to another, you need to clearly think on who is going to take up that position in turn. In order to fill up that position you might have to recruit once again internally, developing another position in turn. This recurring situation of creating a continuous loop of positions is termed as vacancy domino. So before you are planning to transfer an employee to a different department you need to ensure that the responsibility is expected to be handled by someone else in his place without loss of productivity.
If a wrong person is moved up a certain position, not only it is going to hurt the company resources, but in due course of time the company might also become uncomfortable. You need to be aware what employees want in their career and what they are even capable to achieve. In fact this would help you to choose the right person for a right position.
The mistakes that companies end up making hiring potential internal candidates away
There is no worse feeling in an organization when a vague culture exists. If you are going to specify that X number of employees would be given the role of full internships, this would be an immediate cause of worry. You need to keep the selection process crisp and assure the candidates that you are not chasing numbers but looking for the right candidate.
During the process of selecting an internal candidate over grilling is expected to turn off the candidate. This would showcase a toxic culture in an organization. Just switch the thought process from have to that you can do it. You also need to take into consideration that internal staff constitute a major chunk of your organization, where freedom to work is important than other factor.
Do not fall into the trap of setting up unrealistic expectations. Do not just hand over the letter to your internal employees without specifying a lot of details are a grave issue. If such a thought process comes into prevalence, a candidate can go on to emerge as a liability to an organization. All the more so considering the high L& D costs. No matter the employees might not have the desired levels of experience, but still you can mold them to professionals and they can termed as a future asset for an organization.
To sum it up the process of recruiting internal employees is not a walk in the park as there are a lot of hassles that have to be addressed.
Author Bio: Williard John is the Editorial Director at TheNextHint. Prior to joining TheNextHint, Williard had a hand in a number of online and print publications, including InternetNews.com as chief copy editor and Government Technology Magazine as managing editor. He also did a stint in Sydney as group editor of RBI Australia’s manufacturing group, which is when he also developed an affinity (a love, really) for cricket.
