- Organizations remain fixated on external talent, often to the exclusion of internal talent – only 28% of talent acquisition (TA) leaders believe that internal candidates are an important source of talent (Cappelli, 2019).
- There are three main barriers to internal hiring: a lack of formal process, poor communication of opportunities, and limiting mindsets from managers and employees.
Our Advice
Critical Insight
- The core responsibility for facilitating internal hiring lies with TA. Without a streamlined process, internal talent mobility (ITM) will be limited.
Impact and Result
- Integrate internal hiring best practices into the TA process to remove people and process barriers.
- Develop and share internal hiring guidelines to communicate the importance of ITM to employees and people leaders.
- Create a comprehensive communication strategy that continually delivers key messages at the right time.
Workshop: Streamline the Internal Hiring Process
Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost onsite delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.
Module 1: Document the Current State of Internal Hiring
The Purpose
- Conduct focus groups with employees, managers, and TA leaders and specialists.
Key Benefits Achieved
- An understanding of the current state of internal hiring in the organization.
Activities
Outputs
1.1
Conduct focus groups.
- Consolidated notes from focus groups.
Module 2: Plan to Improve ITM
The Purpose
- Evaluate the current state.
- Set objectives and metrics.
Key Benefits Achieved
- Current state evaluated.
- Objectives and metrics set.
Activities
Outputs
2.1
Assess current ITM landscape.
- Assessment of the current ITM landscape.
2.2
Identify inputs to ITM objectives.
2.3
Design talent selection practices that support optimization of ITM.
- Creation of talent selection practices.
2.4
Select ITM objectives and metrics.
- Objectives for the internal hiring project.
- Metrics to measure project success.
Module 3: Define the Internal Hiring Process
The Purpose
- Outline the current TA process.
- Incorporate internal hiring practices into the TA process.
Key Benefits Achieved
- Internal hiring practices incorporated into the TA process.
Activities
Outputs
3.1
Map current TA process.
- Current state TA process map.
3.2
Select internal hiring best practices.
- Decisions around internal hiring best practices.
3.3
Incorporate best practices into TA process.
- Revised TA process.
Module 4: Prepare to Launch the New Internal Hiring Process
The Purpose
- Create internal hiring guidelines.
- Support the launch of the process with an action and communication plan.
Key Benefits Achieved
- Internal hiring guidelines created.
- Process supported with action and communication plans.
Activities
Outputs
4.1
Customize internal hiring guidelines.
- Internal hiring guidelines.
4.2
Address potential risks and barriers.
4.3
Develop an action plan.
4.4
Develop a communication plan.
- Action and communication plan.