Streamline the Internal Hiring Process
Unlock a key candidate source and facilitate internal talent recruitment by optimizing the internal hiring process.
- Organizations are slow to recognize internal talent for job openings and employees are leaving for external opportunities – 62% of organizations lose employees to roles outside of the organization that could have been offered to them internally (Actus, 2021).
- There are three main barriers to internal hiring: a lack of formal process, poor communication of opportunities, and limiting mindsets from managers and employees.
Need Extra Help?
Speak With An Analyst.
- Get on-demand project support
- Get advice, coaching, and insight at key project milestones
- Go through a Guided Implementation to help you get through your project
Our Advice
Critical Insight
- The core responsibility for facilitating internal recruiting lies with talent acquisition (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.
About McLean & Company
McLean & Company is an HR research and advisory firm providing practical solutions to human resources challenges via executable research, tools, diagnostics, and advisory services that have a clear and measurable impact on your business.
What Is a Blueprint?
A blueprint is designed to be a roadmap, containing a methodology and the tools and templates you need to solve your HR problems.
Each blueprint can be accompanied by a Guided Implementation that provides you access to our world-class analysts to help you get through the project.
Need Extra Help?
Speak With An Analyst
Get the help you need in this 3-phase advisory process. You'll receive 5 touchpoints with our researchers, all included in your membership.
Guided Implementation 1: Plan to improve ITM
- Call 1: Review the current ITM landscape, discuss the current internal hiring process, and identify barriers.
- Call 2: Discuss focus group feedback and set high-level objectives and metrics.
Guided Implementation 2: Define the internal hiring process
- Call 1: Discuss decisions made at the decision points at each of the five stages of internal hiring.
Guided Implementation 3: Prepare to launch the new internal hiring process
- Call 1: Review internal hiring guidelines and incorporation of internal hiring decisions into the TA process.
- Call 2: Discuss an implementation plan and tactics to integrate the process change.
Contributors
- Natasha Bennett, Director, Talent & Organizational Development, Hydro One
- Dr. Matthew Bidwell, Associate Professor of Management, The Wharton School of the University of Pennsylvania
- Kate Brodock, CEO, Women 2.0
- Christine Calvert, Manager, Recruitment, Shaw Communications
- Dr. Peter Cappelli, Professor of Management, The Wharton School of the University of Pennsylvania
- Chuck Csizmar, Principal, CMC Compensation Group
- Jim D’Amico, Global Talent Acquisition Leader, Celanese
- Dr. Jed DeVaro, Professor, Department of Management, California State University East Bay
- Robert Dick, Senior Manager Talent Acquisition, Providence Health & Services
- Michael Goldberg, Founding Partner, Strong Tower Partners
- David Hayden, L&D Consultant, CIPD
- Leslie Weigle, Principle Consultant, Integrated Talent Management, Providence St. Joseph Health
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