What is the first thing you do when you receive notice of a new position or are told of the pending departure of an employee? Do you go into overdrive thinking of all the things needed to recruit viable talent for a replacement? How many of us often overlook a talent pool that often hold hidden gems, vibrant and valuable thinkers, and a fountain of undiscovered superstars?
Harness the Power of Internal Talent
(NOTE: When writing this post weeks ago I had no idea that fellow #PICHR contributor, Barb Buckner, would be writing something similar. What does this prove? It serves to reinforce the potential power of our own employees!)
This isn’t some fictitious fountain or Technicolor pool made of youth or cement. Discovery is easy – just look within each of our organizations and we will find our internal talent.
Let’s look for a moment at the benefits of transitioning an internal applicant into a new role.
In each of these examples, we assume the following to be true:
- The employee applied for the position.
- The employee meets the minimum requirements for the new position.
If the above are true and an internal employee is placed, a domino effect occurs. (See the end of the post for what that will be.)
Employees are not rewarded for poor performance. This statement, on average, is true in most situations. An employee who applies for a position and is placed in that position brings another level of knowledge to the new position that wouldn’t be available to an external.
There are certain aspects of any company that you only learn by working for the company. Does department Y get along with department M? How often does the company pay reimbursements? How many times can an employee be late before he/she is terminated? Can an employee use his/her phone while at work? Tenure provides knowledge and knowledge is power.
Know the Company Culture
Every company has a company culture. Some are relaxed while others are more traditional. Yet, regardless of the product, a culture exists. Internals already know that culture.
The employee chooses to grow with the company. Think about it – if someone applies for another position within the company – they are applying for another position within the company…NOT ELSEWHERE. This is the equivalent of someone saying: Hey, look..over here…I like it here…I want to grow…I don’t want to leave…help me grow.”
The onboarding process is complete. The employee’s information entered into all necessary systems at the time of hire. So, if time is money, then – money saved. (Yes, a cause and effect does occur, as will be discussed below, but the benefits of an internal hire outweigh the supplemental cost.)
Will Likely Have a Longer Tenure
Employees with the ability to advance and grow professionally often have longer tenure than those who do not.
I should note that not every employee is a right fit for every company. Likewise, situations will arise when an employee’s professional path does not match the path of the company. The two part ways….and that is ok!
The Other Talent Consideration
I mentioned a domino effect above for the other talent consideration. Filling an open position with internal talent still creates a vacancy because there will now be a vacancy created by the move. Guess what? That’s a good thing!
Why? The internal candidate advances and continues on his/her career path. Other employees see that there are advancement opportunities and that helps strengthen the employment brand and positively impacts company culture. A new hire is hired and joins the team. The war for talent may be ongoing but, for this battle, it can be a win-win!
Check out Barb’s post by clicking here.