According to a recent report, internal hiring is one of the top trends that is going to reshape talent acquisition in the coming years. With the market for talent somewhat tight, modern recruiting teams have begun to scramble to add internal candidates to their pool of talent. While this is a new practice for many recruiters, it’s a strategy that has some merit.
While internal hiring is something that has fallen by the wayside for a while, it is now making a comeback. If you are planning to invest in internal recruiting, avoid the mistakes found here.
Managers Not Being Willing to Lose High-Performance Employees
There are many managers who are reluctant to let their top performers go. In fact, this has been cited as the main barrier to internal recruiting. However, no one owns an employee. If someone is trying to hire someone away from a team, it’s not poaching. It’s two managers collaborating to help ensure the company’s ongoing success.
Managers Making Problem Employees Someone Else’s Problem
According to industry expert, Eyal Gutentag, during the golden age of internal hiring, managers are sometimes moving underperforming employees to another position in a bigger company. This practice was used to keep from firing employees or drafting a performance improvement plan. It has also helped companies keep the promise of lifetime employment.
Informal Recruiting May Result in Underperformance
One aspect of internal hiring that makes it so appealing is that it makes sense. Companies are hiring workers that have shown they can perform well. Unfortunately, if an informal recruiting process is used, this may not be the case. That’s why even when hiring internally, using the right recruiting process is a must.
Being informed is the best way to make the right hire, regardless of what it is. Use the tips and information here to feel confident the best decision is made for the company.