In life, we often glamorize risk-taking. We associate taking risks with adventure and reward, often praising those who are bold enough to take them.
In a corporate setting, not all risks reap a reward. During the recruiting process for example, sometimes taking a risk is not a wise move.
The development of an attractive employer brand is a tedious process and requires strategy. it also requires buy-in from employees to leadership to successfully employ. A substantial part of the formula involves building a winning team. Your team members are the puzzle pieces which bring your organization together. Without the right puzzle pieces, the picture of your company’s success will never come into fruition.
It can be a daunting task to sift through today’s talent pool, externally, to find your future leaders of the company. Luckily, you have an internal talent bench you can evaluate to help you fill in new and/or impactful roles. Additionally, with the support of HR automated solutions, identifying these talented individuals within becomes so much easier to do.
With a successful program for internal recruitment, your business will save on numerous costs associated with recruiting, onboarding and training a brand-new hire. Don’t waste another minute calculating the risk, time and money involved in overseeing these Talent Management processes to hire externally. Instead, consider a different trend many employers are now utilizing.
Find your talent from within. With internal recruitment, there is less risk but often an even greater reward. Let’s explore the reasons why.
What Is Internal Recruitment?
Internal recruitment entails selecting an already established team member within your organization and then changing their role and responsibilities as change management occurs. Usually this entails some extra training and financial compensation, much to the typical employee’s excitement.
However, overall cost is much lower than taking on a new hire.
Since less time is spent searching the talent pool for candidates and conducting interviews, administrators can focus on higher priority tasks. Time spend onboarding is also cut in half, since the employee is already familiar with the company and simply needs to adjust to ownership of their new role. There are also many other benefits of recruiting internally.
What are the advantages and disadvantages of internal recruitment?
Many employers will find relief in the fact that they don’t have to dive into the external talent pool in search of candidates. Internal recruitment is your life raft in this situation. The truth for many employers is it’s often the people who already know the ins-and-outs of the company who are the best fit to fill in for any new roles you open up.
Recruiting from within eliminates investing time, energy and the costs involved with searching for new candidates, interviewing them, and getting them to commit to your company. It removes the risk of having to trust that things will work out with a new hire.
New additions will have to fit in with the culture, be satisfied with their role, accept responsibilities and handle the tasks given to them. You already know a current team member is loyal, familiar with company policies and is already integrated into the culture. If they weren’t content, they would have left already.
With a new team member, there is a chance they may not be happy with the way your company does things and may leave, wasting the time and money you spent to locate, screen and onboard them. Trusting individuals who already have put in time, shown understanding of expectations and proven their loyalty to your organization is a surefire way to prevent turnover.
Looking into a current employee’s work ethic is a much easier and more efficient way to analyze if an individual is right for a role. An interview candidate will always put their best foot forward to make a great impression, but can you really learn all there is to know about them in one- or two-hour long interviews?
Researching the history of someone already on your team is much easier. It is simple to ask their current manager how they perform, manage tasks and solve problems. There is probably already a record of their past performance reviews as well. When their work ethic is already known, much of the speculation on how they will handle their new role can be put to rest.
Hiring from within is excellent for boosting team morale. It shows effort is rewarded. It proves a plan in place for employees. Feeling like your employer has a succession plan in mind for you is encouraging. It builds trust. When people feel they have room to grow, they are more likely to work hard. A vision of attainable success in mind will motivate team members to dream big and contribute to company goals.
There are a small number of disadvantages which can display themselves during an internal recruitment event. Other employees may become jealous or resentful towards their teammate who was promoted, especially if they prove not to be the right fit for the role or cannot handle their new responsibilities. This problem however, can be easily prevented by conducting an unbiased, thorough assessment, screening for the best internal candidate possible.
Advantages of an HRIS recruiting system
An easy way to support your recruiting and onboarding processes is to utilize an HRIS recruiting system that offers you the flexibility to pick and choose which modules you need to support business operations.
An HRIS recruiting system allows employers to cut costs and save time to focus on more important goals. They can benefit from the use of features including:
- Integrations with major recruiting websites and one-click job posting
- Personalized email communication templates
- Assistance with employee screenings
- Electronic onboarding and workflow integrations
With HR automated modules, employers can enhance the quality of their talent management processes and reduce time spent on them. A quality HRIS system will include the following modules: The areas of an HRIS system can enhance for HR include:
- Applicant Tracking System
- Performance Management
- Learning Management
- Succession Planning
The Arcoro Platform
In addition to creating a more seamless strategy for applicant tracking and onboarding, the Arcoro platform also offers helpful modules in the following categories, all configurable to the unique needs of each client that owns them:
· Benefits Management
· Core HR
o Employee record and reporting management
o EZ sign (electronic signature)
o Workflow management
o Employee self-service portal
· ACA Compliance
· Payroll Processing
· Time and Attendance