Inner resources must be first option for HR
COMPANIES looking for new recruits often find themselves caught in a dead-end because finding new talent has become a difficult proposition. The increasing talent crunch and the trend of a global workforce has made it tough for companies to find the right people at the right time.
In the search for new talent, organisations tap all possible resources-from posting advertisements in newspapers and on the Internet to using placement agencies. But at times the search can be futile. If they learn to look around and search among their own employees, they may find the perfect person for the job right under their nose. Organisations have realised that it is a better proposition to use internal talent and make provisions to train them in the requisite skills. These employees can be given a better hike in compensation, which will be by far less than what needs to be spent on recruiting, training and paying a decent compensation package to retain them. The option is both cost effective and time saving. Moreover, employee loyalty and commitment are enhanced in the process, as they feel their work is valued.
Existing employees require less training, as they already possess enough knowledge and experience to do well in the new position. They will also be familiar with the business goals and policies of the company and will continue to work towards them. They are already aware of the company structure and operations.
Given the advantages of recruiting from within, as a first step companies should publicise the vacancy within the organisation and encourage employees to try. For this, companies must have a regularly updated database from which they could identify employees whenever a position falls vacant. External candidates can be sought, only if the database fails to provide the right candidate. If the selected employee is from the same department and is being promoted to the new position the switch over will be easier. But if he is from a completely different department, the transition might take some time but certainly less than what it would take to induct a totally new recruit.
Recruiting from internal sources sends out a positive message to employees. It assures them that there is potential for future job advancement within the organisation itself. This can generate job-satisfaction and also curb employee turnover.
To gain these advantages, organisations have to frame HR policies to standardise the process. Employee data should be updated and be easily accessible to help in finding the right person for the job. Also the internal transfer and promotion policies of the company must be flexible and employee-friendly so that opportunities for growth are not restricted. The internal opportunities in a company should be equal to or even better than those outside so that employees stay on instead of looking for greener pastures.
Internal sourcing though is not the only foolproof or best solution. At times even the best employees in the company might not be suitable for the job. Finding fresh talent becomes inevitable in such situations. In essence, a company should decide on the best recruiting option based on the expertise they need.
HEMA GOPALAKRISHNAN
faqs@cnkonline.com
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