Although the past year and half has certainly been disruptive, there can be no doubt that job postings are up. In fact, on August 13, 2021, the number of job postings on Indeed were 36.6% higher than on February 1, 2020, the prepandemic baseline, after adjusting for seasonal variation.
Meanwhile, there’s a substantial reshuffling going on regarding the who, what, where and how of recruiting, as organizations look for talent to fill new roles or work in new ways. In some cases I’m seeing companies rebuilding their workforces but aiming to make them far more effective in terms of roles and responsibilities. One talent source that works for this transformation is internal candidates.
Call it promoting from within, internal mobility or simply tapping into a known good thing, but there are plenty of advantages to hiring internal candidates.
Aligned and mission-ready
Already familiar with mission, purpose and the operations of your company, internal hires can be faster in getting off the ground in new roles.
They likely have a good grasp of the operations and workflows within the organization already and can draw on existing relationships and mentors for support. They already understand how their own objectives and those of the organization align — and may have an innate sense of the work culture and what changes can be pushed versus those that shouldn’t.
And you won’t have to spend heavily on onboarding or provide on-ramp time for a lengthy acculturation process.
Ambitious for the company
An existing employee who is picked for a new role higher up on the food chain may have had plenty of time to develop their own ideas about how to improve existing functions and have an insider’s familiarity with mission and objectives. They may be empathetic to their colleagues and reports in ways a new hire might not, having experienced the culture and systems firsthand.
Moving up into a leadership role may unlock that chance to help others as well. Internal promotions can make for highly effective mentors.
Ambitious for themselves
There’s a clear business case for making sure our employees feel valued, from higher levels of engagement to a willingness to go the extra mile.
That certainly extends to considering present employees as candidates and offering them the room and opportunities to grow. Likely, they are craving growth and the chance to stretch into a new role, particularly after a year in which so many plans for the workforce were shuttled to deal with the pandemic.
Tapping an internal hire is an effective way to recognize the talent and potential and channel that ambition. It’s an undeniable affirmation that can pay off in a boost of engagement and high performance.
As hiring heats up we’ll see the pace of passive candidate outreach increase, and bright stars are easy to spot.
If you’ve got promising and high-value employees, it’s likely they’re being headhunted or contacted by recruiters.
If you don’t provide your top talent with the opportunity to rise within the organization, they may be tempted to look elsewhere — and in fact, they should be.
Blended talent pools
Practically speaking it’s always a best practice to cast the widest possible net when searching for a new hire.
Having outside candidates as well as inside ones will also provide better benchmarks in terms of skills, experience, aptitude and fit. When you’re measuring a larger and more diverse group of talent, the highest potential candidates will rise to the top.
It’s also important from a DI&B standpoint to make sure that you are constantly bringing in new perspectives that reflect everybody, including those who may have been underrepresented in your company in the past.
So cover all the bases. You may want to approach internal hiring as not excluding outside talent pools but, instead, adding inside ones.
Just as savvy recruiters understand that nearly every single employed individual is a potential hire for another organization, you should adopt that mindset for your own workforce. A smart hiring process can certainly accommodate multiple talent streams — from manager referrals, open job postings, colleagues and a whole range of networks that we all tap into.
Add your own workforce as another potential source, and you’re covering all the bases and ensuring you are gathering the best possible candidates. When you make a new hire from within your own ranks, there can be indisputable payoffs.
Meghan M. Biro is a globally recognized analyst, author, speaker and brand strategist. The founder of TalentCulture, she hosts #WorkTrends, a popular weekly Twitter Chat and podcast. Her career spans across recruiting, talent management, digital media and brand strategy for hundreds of companies, from startups to global brands like Microsoft, IBM and Google. She also serves on advisory boards for leading HR technology brands. Meghan can be regularly found on Forbes, SHRM, and a variety of other outlets. You can find her on Twitter and Instagram.
The views and opinions expressed in this post are those of the author and do not necessarily reflect the official policy or position of Indeed.