These Recruiting Tips Will Make You Rethink How to Fill Roles With Internal Talent

These Recruiting Tips Will Make You Rethink How to Fill Roles With Internal Talent
From Recruiter - October 6, 2016

Hiring for open roles continues to challengea lot of companiesasthe war for talent drags on. A 2015 survey from ManpowerGroup found that 38 percent of employers are facing talent shortages

A lot of companies are looking inward to solve their talent woes, in part because internal talent mobility is one of the most valuable sources of hire:the 2015 CareerXroads Source of Hire report found that companies filled 37.1 percent of their total hires in the preceding year throughinternal transfers and promotions.

But internal hiring raises some serious questions. Howdo you best match internal talent with openings atthe company? What does internal talent mobility even mean?

This latter question is particularly important to answer, considering that 24 percent of theorganizations surveyed in the 2015 Talent Mobility Research Report from Lee Hecht Harrison say the top challenge they face is a lack of organizational understanding of talent mobility and how it can be leveraged.

To put it simply, talent mobility is the strategy of using internal talent pools to fill open positions at a business. The main difficulty organizations face in implementing this strategyis knowing how to match roles to qualified employees.

Lets take a look athow you can fill open roles with your most qualified existing talent:

Conduct Assessments

One of the first steps to implementing a talent mobility program is understanding which roles need to be filled. Start by prioritizing talent needs, then review your employees to find out who among them is most qualified.

Unfortunately, a lot of companies dont understand the value they have on their hands.The 2015 Talent Mobility Research Report from Lee Hecht Harrison found that only 42 percent of companies understand their employees unique skills and experience. Its difficult to find qualified candidates when you cant identify who has what kind of qualifications.

Start conducting assessments to develop a better understanding your talent pool. First of all, ask employeesto conduct self-assessments wherein they can highlight their strengths and weaknesses. Then provide your own evaluations of their performances and look at these evaluations side by side.

You should also consider your employees personality types (e.g., introverts compared to extroverts in leadership roles) and inquire about their personal goals. Do they align with the opportunities that are presented?

You will walk away from your assessment process with a good idea of your employeesskills, competencies, and areas where they need toand want tomake improvements. Then, youll be able to consider what your openroles require and which employees have the experience and qualifications necessary to succeed in these positions.

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