Internal hiring is a great opportunity for companies to expand their operations while rewarding employees and retaining talent. However, internal hiring isn’t without challenges: choosing the wrong person can result in disastrous outcomes. So, how to ensure that your internal hiring is successful? These five tips will help you get internal hiring right.
1. Define Your Requirements
Before advertising job opportunities internally, make sure to define the requirements, job scope, responsibilities, and skills required for the position.
By communicating these job requirements clearly to all potential candidates, you will ensure that every employee knows what is expected of them before they apply.
2. Objectively Evaluate Internal Candidates
Evaluate employee performance objectively. This means, among other things, using data and performance reviews to identify the most suitable candidate for the position.
Evaluate candidate performance across different roles and for previous job vacancies they have applied for. Also, assess the competencies that align with the goals of your organization and those of the position.
Remember: equal treatment is not only an issue of legal compliance. It also helps boost employee morale, while enhancing their engagement and commitment to your organization.
3. Focus on Employee Development
First, identify the skills your employees need to develop to qualify for a job role. Then make sure to stress that you will provide training, mentorship and coaching to help them develop these skills.
Internal hiring is also a good opportunity to encourage employees to participate in job rotation and leadership development programs. Knowing that there’s potential for professional development will act as an incentive to learn new skills and take on additional responsibilities.
4. Seek Employee Feedback
Encourage employees to provide feedback during and after the recruitment process.
Their views can provide valuable insights into the recruitment process and help to identify areas that need improvement.
5. Use Background Screening
If you follow our blog, you know that one of the tenets of an effective background screening strategy is: “Background checks are NOT a one-time event.”
Human beings are always in motion, learning new things, and trying new experiences. That’s why the background checks you carried out when your employees were first hired might not offer an accurate picture of their current situation.
Implement post-hire screening and make it an integral part of your internal hiring process. This will go a long way toward ensuring smarter, fairer, and more effective internal hiring decisions.
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