Hiring from within (which usually means a promotion for the current employee chosen for the internal position) often is a great way to fill a vacant position. It can help your organization save money via the reshuffling of job responsibilities (instead of taking on the considerable cost of hiring someone from outside the organization), and it can open up opportunities for promotion down the organizational ladder.
Still, it’s imperative that you promote from within only if you’re sure the candidate is ready for such a move. You also should be certain hiring from within/this promotion is in the best interests of your company/department in the long-term.
That said, it’s usually wise to look internally first before opening the position up to outsiders. You undoubtedly have some great employees ready – and exceedingly willing – to take on the vacant role.
Before automatically placing a talented employee in the new role, you may want to at least look at external candidates (your department’s/company’s particular circumstances will help you decide if you want to do this). If anything, you’ll be able to see how your internal workers/candidates compare to external talent.
Even if you do end up hiring someone from outside your organization, interviewing internal candidates provides them with a great experience. In addition, interviewing outsiders will help insure you’re hiring the right candidate, especially if you end up hiring from within.
As you’re preparing to interview internal candidates make sure you perform the following steps:
- Define the responsibilities of the position clearly.
- Talk to colleagues and supervisors of the internal candidates to learn how they interact with others and what they think of the internal candidate.
- If you do decide to interview outsiders, make sure any internal candidates know of this and why you’re doing it. Provide details about the search and interview process, expected timetable, etc. to the internal candidates.
- Make sure you perform the exact same reference and background checks on internal as on external candidates. In fact, the entire search and interview process should be identical for each and every candidate.
- Work hard to keep the candidacy of any internal worker private, letting only the candidate and his or her supervisor know that you’re considering him or her. It could be very embarrassing to a candidate if word gets out he or she interviewed but doesn’t get the position, and could be even more so if many people know of it.
- That said, it’s actually a kindness to tell the internal candidate as soon as possible when you know that he or she won’t be hired. If this happens after preliminary interviews, tell the person. If this happens after second interviews, tell him or her.
- If the internal candidate is a finalist but doesn’t ultimaty get the position, soften the blow by meeting with the individual privately, delineate the key requirements of the position and how/why the other candidate more closely met them (don’t say how the internal candidate didn’t meet them), let the person know how pleased you are that he or she applied for the position, and emphasize that there will be additional opportunities in the future.
If you can’t find suitable candidates in your Rancho Cucamonga company for open positions, come to Arrow Staffing for help in filling them with external candidates. We look forward to hearing how we can help you find the right individual for your firm’s job opportunities. If you are looking for staffing agencies in San Bernardino, contact us today.