Your company probably has a largely untapped resource of qualified candidates. Learn how to best fill new openings with employees who already know your organization best.
In light of the current job market, most recruiters find themselves inundated by applications for the openings they hope to fill. The problem with this mess of applicants is that a vast majority of them are unqualified, grasping at straws for any job without paying much attention to what those jobs actually entail.
The result is a pile of applications you’re stuck sifting through, wasting your time in search of the needle in the haystack that may or may not exist.
Meanwhile, your organization probably has a largely untapped resource of to choose from. Using your current workforce to fill new openings can have far-reaching benefits. (!) You’ll not only be able to fill positions with talent you know and can vouch for, but can also help create a sense of loyalty among employees.
You get to keep those GenX employees who are always in search of new opportunities happy and reduce the pile of applications awaiting your review: win-win.
Follow these tactics to effectively recruit from within:
1. Keep employees in the loop
Start out by circulating job openings on a weekly basis. Create an email blast to let employees know about what opportunities are available. Make applying for in-house jobs simple; request only cover letters and resumes from current members of your workforce.
For employees who express an interest in advancement, keep your door open to talk about possibilities. Consider starting a tuition reimbursement program to encourage continued education.
2. Don’t be afraid of playing favorites
Show you value your employees by giving them priority in interviews and job selection. You don’t have to hire them for jobs they aren’t qualified for, but you can play favorites between existing employees and new applicants. This shows you place a premium on the value gained in employees who already know and understand your corporate structure.
Don’t be afraid to in terms of transferable skills, but be realistic about what your employees are capable of. You aren’t doing anyone any favors by promoting employees to positions they can’t handle. But by creating opportunities for employees to prove their worth, you just might find a perfect fit you otherwise could have overlooked.
3. Use the buddy system
Rather than hiring executives from outside, think about grooming them from within. Pair promising employees with the top leaders in your company and have them work together in a mentorship program meant to cultivate your future leaders.
When the time comes to replace your current executives, you’ll quickly discover how valuable it is to have a workforce already trained and prepared to take over.
4. Celebrate good times
Market yourself as a company that believes in hiring from within by celebrating promotions of your employees. Each week when you notify your workforce of new opportunities, make note of staff members who are already moving up. Praise them publicly on the steps they took to advance. Make it clear to other employees that they have the same opportunities available.
Allow your employees to see how much you value their dedication and how committed you are as an organization to helping them move up. The side effect of nurturing this type of is that you may soon discover that growing pile of applications has become even larger. The good news is, your workforce will make it that much easier for you to continue being picky as you seek out new talent.
Leah Campbell earned her PHR certification in 2013 and has several years working as an HR recruiter under her belt. Making the career jump to pursue writing as a living after the birth of her daughter, she now contributes to numerous online publications and manages her own freelance company at .