What could you do to mitigate the disadvantages of internal recruiting?

 

“Hiring from inside your business makes sense because new hires are already part of your team and know your culture and policies well”

Nikoletta Bika

What are internal sources of recruitment? ( Mcconnell, 2021)

These recruitment sources involve motivating staff within your organization to apply for vacant job postings in the company. Think of this as a promotion or lateral movement motivator for your staff. Typically, vacant job postings could be communicated to your colleagues via internal job boards, word of mouth, intranets or wikis, or some other communication channels your team uses.

                                                                                                    

The Advantages  of internal recruitment (Smyth, 2019)

Why do companies practice internal recruitment? There are a lot of advantages to the internal recruitments, for the employee, the manager and the company.

• Lower Risk: 

An internal worker has a history of work you can study, previous performance management reviews that will be shared and coworkers who can give views. Compared to an unknown hire, there’s a different advantage in knowing somebody and how they work.

• Less Expensive: 

The recruiting and hiring processes will cost the company a lot of money. If the spot will be filled by an internal candidate, there’s no budget needed for travel, and HR can save valuable time reviewing resumes.

• Fast Filling: 

Moving an internal candidate into a new position can be faster than transitioning a new hire. You also save valuable time on training, since an internal candidate can already be familiar with the existing workplace.  

• Employee Retention: 

Employees who recruit into new internal positions are likely to stay with the company. They who feel invested in their career and are likely to feel favorably about the company as a whole.

• Employee Development: 

Talented employees will be further developed their skill sets with a focus on moving into a new position. It’s a great method to motivate employees to carry on to improve their work skills.

Disadvantages of internal recruitment (Dahle, 2022)

           ·    Creates a narrowing thinking and stale ideas

·    Creates pressures to compete

·    Creates homogeneous workforce

·    Chances to miss good outside talent Requires strong management development programs specially to train for technology.

What could you do to mitigate the disadvantages of internal recruiting? (Bika, 2022)

• Ensure promotions or job moves aren’t the only ways to recognize employees or support them advance their jobs. 

Consider offering chances for training, job shadowing and the job rotation. Also, lay the foundation of rewarding staff frequently (for example, encourage supervisors to grace their staffs or give out performance-related bonuses.)

• Have a transparent process. 

Ensure internal applicants understand your hiring process and educate them why they weren’t selected. It’d be good to give them interview feedback or pointers on what skills they might need to develop to be successful in the upcoming career development.

• Train managers to fix their team members’ career paths. 

Help managers think of possible career moves for their team followers and request them to take part in formulating your business’ succession plan. That way, if a position opens, you can promptly consult your plan to see which employee might be a good fit.

• Avoid communicating an opening if you already have a candidate in mind at present. 

Communicating an open role means that you offer employees hope that they may be hired for this role. However if hiring teams already prefer a particular candidate, it’s best to extend to them directly first, instead of encouraging others to apply.

• Use a balanced mix of both internal and external recruiting. 

For each time you need to fill a position, decide whether to recruit internally, externally or both. Base this decision on the job requirements and the skills the current employees have as well as your company’s wants for a culture add.

References 

Smyth, D. (2019) Internal Interview Questions for When You're Hiring From Within [Online] Available at: https://bizfluent.com/13721310/internal-interview-questions-for-when-youre-hiring-from-within [Accessed on 6th April, 2022]

sprigghr. (2020) The Pros and Cons of Internal Recruitment [Online] Available at: https://sprigghr.com/blog/hr-professionals/the-pros-and-cons-of-internal-recruitment/ [Accessed on 6th April, 2022]

Bika, N. (2022) The advantages and disadvantages of internal recruitment [Online] Available at: https://resources.workable.com/stories-and-insights/advantages-disadvantages-of-internal-recruitment [Accessed on 6th April, 2022]

Dahle, H. (2022) Human Resource Management [Online] Available at: https://slideplayer.com/slide/15332959/ [Accessed on 17th April, 2022]

Mcconnell, B. (2021) Harnessing internal and external sources of recruitment [Online] Available at: https://recruitee.com/articles/sources-of-recruitment [Accessed on 17th April, 2022]

Hsu, Y. (1999) Recruitment and Selection and Human Resource Management in the Taiwanese Cultural Context. Business School University of Plymouth [Online] Available at: https://core.ac.uk/download/pdf/29818879.pdf Accessed on 4th April, 2022.