Due to the growing rage of employee training programs and competition among peers, internal hiring regained importance in big organizations.

In this article at LinkedIn, Bruce Anderson suggests that internal hiring happens due to job promotion, change in geographic location, or switch to more significant projects.

Internal hiring saves time and budget for hiring a new candidate and increases the chance of employee retention and engagement. This way, confidential institutional knowledge remains secure. However, organizations must stay informed about the potential issues that occur with internal hiring and how to address them. Let’s take a look:

Loss of High Performers: Everyone wants to get a high performer in their team. So, if you come across a promising position in your organization, give a genuine excuse to your manager and team about your decision of switching roles. Your managers invest time in grooming teammates, so give them credit for improved efficiencies and show how your choice will improve the company’s growth.

My Problem is Yours Now: Some managers transfer underperforming team members to hamper the performance of other high performing teams. Internal competition should be legitimate. Employees must achieve a new role, position, or group as per their efficiency, not recommendation.

Overperforming or Under: The best way to maintain balance in the team is to assess internal employees on the same lines as recruiters judge external candidates. An ideal internal recruiting decision is when employers make a fair decision.

Exceptions Are Welcome Not Rules: The internal recruiting must start with proactive outreach to employees identified as fit for the open position. The recruitment process must follow the same assessment and reviews as an external candidate gets. Professional prejudice is unacceptable for internal hiring.

Resentment Out of Expectation: Internal hiring leads to gradual harm instead of boosting company growth, if not handled well. Most of the organizations avoid internal recruitment to maintain peace. However, if handled practically, it may turn beneficial for the organization. So, it is the responsibility of hiring managers to educate internal resources, share feedback, and give tips to improve their knowledge and skills. Internal staff training programs are the best solutions to enhance employees’ abilities.

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