When openings become available in your company, you want to shout: We are hiring! far and wide. But before you start yelling from the mountain tops, take a step back and ask yourself: Where should I start looking for candidates? Should I look internally or externally?
This is a dilemma for hiring officials. While many companies have “promote from within” policies (where you need to start at the bottom and work your way up), others focus their efforts on the outside candidate pool. Incorporating a mix of internal and external applicants into your talent pipeline is the best practice, as there are pros and cons associated with relying on either source exclusively.
Another pitfall of this approach is it can cause employees to have a false sense of entitlement. Employees may start to think promotions are based on seniority and not on performance. If left unchecked, this particular problem can also lead into workplace hostility. If an employee is promoted to a managerial position over others, it may be difficult for the employee to thrive in his or her new role if there is a lot of internal opposition.
Strictly recruiting internally or externally is not the best method. When you broaden your talent pool to include both internal and external candidates, competition for the position will increase. HR managers will be able to see who has the skills they are looking for. The more competition for an opening, the likelier applicants are to bring their A game.
For more information on how to find the best candidates, check out our ebook: The Online Recruiting Guide: 11 Steps to Attract More Applicants.