Why Hire Internal Candidates

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Do you often find yourself in a never-ending loop trying to find the perfect candidate for a certain position? This is a common problem for hiring department heads and managers. Hiring people to work in a company is a daunting task. A wrong decision can hurt the organization.

Employees are not just workers; they are the company’s soul. Without them, any organization is lifeless. Finding the right candidate that perfectly fits a certain position is a major task for any HR team. After all, in “The Rise of the individual is the Rise of a Company,”  the employee and the management carried out the never-ending development. Internal Mobility should be given to anyone who deserves it.

A bad hire can harm the company decline inactivity is one of them. Basically, saying a bad hire can cost a lot of expenses. The most important is that a company should keep its reputation.  Reputation matters; if you hire the right person, it can give you positive results. If you hire the wrong person, it can create a problem that will negatively impact the company.

Below are some factors that may help you in your decisions. These are the reasons why to hire internal candidates:

Cost and Speed

Hiring internal candidates is quicker than hiring one outside the company. It’s less expensive because you don’t need to post an opening ad, do background checks, and they may not need a full interview as they have already worked in the company. Internal candidates are already pre-screened for culture fit. Overall, hiring within a company reduces time and cost.

Company Knowledge

Internal candidates already know your company’s practice and procedures. They already know how the company works. They have experience in addressing problems within the company. Internal Candidates already have formed a bond or relation to present employees and clients.

Less Training

Internal candidates already know the ins and outs of your company structure.  Existing employees require less training because they already know the goals and vision of your company.

Familiarity

Internal hires already know your company works. They are conversant with the organization’s software, hardware, as well as employees. Hence, internal candidates have more leverage than external candidates.

Performance history

If an internal candidate has a good performance history background, you don’t need to hire an external candidate. The hiring manager has information such as track records to determine whether the candidate deserves the position. Besides, with internal candidates, you will probably have a better idea of their preferred work style and work environment, and if the internal candidate is fit for the job.

Improves productivity

A company that hires and promotes from within can boost productivity. Why?  If a person feels it will reward them for their loyalty, hard work, and dedication, they will work more efficiently. Promoting from the company is a way to motivate your staff. An employee will give their best effort so it can promote them.

Boost Morale

Promotion within the company produces loyal employees. Boosting employee’s morale is important for all companies. How do your employee morale?

Make sure your employee knows they are making a difference the management should be responsible for telling their employee they have done a good job a simple “good job” would not hurt. Also, incorporate fun activities into the workplace; Morale will increase automatically when they are happy.

Staff is more likely to stay in the company if they feel that they are a valued member of the organization.

Facilitates Succession Planning

As well as filling existing positions, it can also create internal opportunities for employees who show potential by enriching talented employees to push into higher positions in the company. The organization can benefit from their skill and talent that will surely positively impact the company. The goal of succession planning is to ensure that the right employee is in the right position at the right time to achieve the company goals. Employees should have equal access to pieces of information about certain positions, and everyone should be allowed to apply. There must be no favoritism involve; all employees should be equal. Hard-working employees have a higher chance of being promoted.

Pros and Cons

Pros in hiring Internal Candidate

  • It quicker–internal hiring is quicker than hiring external candidates. It takes less time to hire someone from within the company.
  • it’s cheaper- Obviously, because the entire hiring process is hiring internal candidates, it’s a lot quicker and cost less money. Also, you won’t have to pay for job advertising and stuff.
  • Less risky – You already know this person’s hiring manager has their previous work information. That this person had already worked in the company, of course, lessen the risk in. hiring an external candidate.
  • improves employee engagement–Your staff will feel happier, contented, and engager if opportunities to progress at your company is offered and their loyalty and hard work reward.
  • Boost productivity- A happy staff can boost their productivity. Hiring internally will boost your employees’ performances. The idea of working hard will gain amazing reward is an effective approach to boosting productivity.

Cons in hiring Internal Candidate

  • it could cause internal conflict–the downside in hiring internal candidates can cause conflict. Not all candidates are fit for the open position. Other employees interested in applying for the open position could feel frustrated if someone else gets the job or if their application isn’t taken seriously.
  • other employees may not respect them—this could happen because others might think suspect you are a product of favoritism.
  • awkward workplace–For some, getting hired or promoted can lead to an awkward workplace.
  • Jealous Workmates—this is normal everyone gets closer to someone or something.
  • Limiting options–in hiring an internal candidate, you limit your options. Recruitment is a numbers game. Choosing an internal candidate has lesser risk, and an external candidate has greater risk. Internal. You are limiting your option; therefore, you’ll be missed out. You’ll never know If a perfect person is within your company or outside of your company. More like you playing it safely rather than gambling.

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