Develop your own talent. Why Internal recruiting could be the solution
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As organizations increasingly feel more confident about the business prospects after lockdown, they start elevating their recruitment efforts. But recruitment is always a difficult process - no matter the size or the number of employees of the business. However, the best results occur when you involve your own employees within the selection process.
This article will help you understand what an internal recruitment strategy is, which are the different methods companies can use to find, encourage and train qualified internal candidates, and how organizations can close leadership gender gap by changing the way it is managed the leadership process.
What is internal recruitment?
Does your business look at your existing employees to find a suitable candidate for a role you have? Congratulations, your organization is finding a way to struggle for talent.
Edwin B. Flippo defined the recruitment process – ‘Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization’. However, some hired managers often overlook internal candidates when looking for “hidden” talent, but this is an enormous oversight.
Internal recruitment usually occurs when an organization is seeking to fill a vacancy or if the company culture needs to undergo a change. It’s when a company actively promotes the role amongst the workforce, encouraging applications.
Some companies try internal promotions to give the hiring process a boost, but need to plan out a strategy. But middle managers and companies often fail and don’t devote the time and effort required to develop staff. They often suffer from a lack of staff training departments
Companies try internal promotions when staffing needs arise, but they must identify potential employees. Organizations can use performance appraisals to focus on “high-potential” employees and plan a strategy to challenge them with new responsibilities. They can watch an existing employee for at least six months and make a note if they fit into the new position. But take into account that not every spotlighted candidate will reach their potential.
By raising their efforts, companies' results will improve. If the employees wish to work in a different role in the business., the company can make sure whom staff should contact.
Why it’s time HR and hiring managers embrace internal recruitment
Improve employee engagement and performance
Staff feel valued, encouraged and sought after if companies provide opportunities for employees to grow and enhance their knowledge and experience. If they have the chance to pursue new opportunities, this will help employees stay focused on what they can do to make a difference for the organisation.
Employee retention rate
Employees rate career growth as their number one motivation to explore other job opportunities. It is essential for organizations that are going into the “war for talent” and want to retain their own talent to motivate and provide current employees with new experiences within the company.
Build your employer brand
Internal recruiting promotes a feeling of loyalty amongst the employees. Employees will be happy to share their experiences if they feel valued in the company.
It is one of the most effective methods to attract new talent from external sources of recruitment.
A quick process
Employees could be the only applicants that may have previous experience in the new role. They are already aware of the company’s working methods and don’t take a long time to adjust to new positions. In this way, internal recruiting is also time-efficient, with minimal delays and efforts in onboarding and training. It can also cut down on costs and save money for the company.
You know what to expect
Managers are aware of the talents and abilities of already existing employees. Internal recruitment serves as a tool that can be used to know what to expect within your company. Or, at least, have a proper understanding of what employees can do for the organization and for themselves.
Different types of internal recruitment
Post internal job ads
A job posting is an open invitation to all employees in an organization that ensures all employees know about new vacancies
Having an Employee Self-Service Portal provides an equal opportunity to all employees currently working in the organization to apply for a new vacant position. Interested employees could apply for the post being advertised.
Employee referral scheme
This is a great hybrid recruitment strategy for organizations that have a strong company culture. Employee referral is one of the most effective methods to attract productive employees. They could recommend a successful candidate; a candidate is appointed on the recommendation of some currently working employees; they have essentially been "pre-vetted" by their own future colleagues.
Another internal recruitment method may ask managers to nominate high-performing individuals as candidates for internal roles. The best way to prevent “job stagnation” and to encourage employees to give the best of themselves. This tends to be an informal system, yet this approach may appear or in fact involve favouritism or unlawful discrimination. In this case, we need to use accurate performance appraisal provided by a HR Software.
Occasionally, an employee may want to develop their career by moving into another field, city or country due to a change of circumstances. In these situations, there may be an opportunity that managers can offer an internal transfer to these employees, rather than let them go. A flexible organizational structure has better tools to “retain” their own talent.
Remove the 'opt-in' process could close leadership gender gap
It is found that the competitive nature of the opt-in method may be what deters women from putting themselves forward for leadership roles.
Organizations can eliminate their gender gaps by assuming everyone is interested in a leadership position, instead of asking to opt in to be considered for leadership roles. It could be a good point to start.
A new study found that changing the way organisations manage the leadership selection process is more effective at closing the gender gap than any other action that they could take, such as making changes in improving women's self-confidence.
This Gender Gap, that makes women significantly less likely to participate in leadership selection, would disappear when women were asked to opt-out instead.