When looking to fill a vacancy—especially one that is a position of leadership—does your organization look internally, externally, or both?
Category: Internal Recruiting & Workforce Planning
Sourcing candidates from within the company has great advantages—you know what sort of worker you are dealing with, and morale is boosted for everyone who sees internal opportunity.
Scrambling to fill a critical position (especially in a highly competitive market) can result in hiring the wrong person for the job—causing your organization’s costs to surge. The alternative? Look within your own organization for the perfect candidate. Internal hiring is a strong complementary strategy to external recruitment, and it’s how you’re going to quickly fill those critical, yet vacant, roles in your organization.
The recent Bureau of Labor Statistics’ jobs report reflects the ever-tightening labor market, one in which employers are stretched to find and keep skilled talent. As companies try to drum up inventive ways to source new labor pools, one direction they might be wise to look into is inward.
It wasn’t so long ago that older workers feared—and not without cause—losing their jobs to younger competition. The thought was that younger, energetic talent having just acquired the most up-to-date education would force out older colleagues who were making more money due to their seniority but who were likely to be less productive than the […]
As our world becomes more complex, dangerous, and in many cases isolated, the prospects of recruiting and then relocating executives have become more challenging. Hiring managers and placement professionals must assure these candidates that steps will be taken to provide a safe work environment for them and their families.
It’s frequent in companies of all sizes—but especially for privately held companies—for owners or managers to hire friends and family. In previous posts, we discussed some reasons for this and also talked about some of the dangers of nepotism in the workplace.
Hiring those from within our close personal network—i.e., friends and family—has been a common practice since the earliest days of specialized work. We feel like we can trust people we know, want to give them a means of income, and want to groom someone to take over after we, or other employees, leave the company. But […]
For centuries, children often followed in the footsteps of their parents when entering the workforce. If your father was a farmer or a blacksmith or a fisherman, that is what you were taught, and that was what you were likely to also do when you came of age. The same holds true to some extent […]
In order to fill vacant roles, employers are resorting to new methods to recruit new talent. However, one strategy that has been around for years, is the use of internal referrals. Essentially, existing employees are given a bonus if they refer a candidate who is hired and stays with the company for a set period […]
Unemployment is at record lows, and Baby Boomers are leaving the workforce at increasing rates. For companies that are struggling to fill roles, they should look to current employees to make lateral moves to help fill the void. However, companies need to know how to retain workers in order to keep them around.