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6 Reasons to Send Internal Candidates Through the Recruiting Process

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By Nicole Cox, Chief Recruitment Officer

Sitting across from a client during a breakfast meeting one morning, we began discussing the details of an upcoming interview for a position they were trying to fill. They had an internal candidate who was interested in the position. I recommended they send the candidate to the recruiter to go through the same process all the other candidates experience. At first the client thought that might seem cold and insincere to the internal candidate. Through our discussion the client began to see the benefits not only to his organization, but to the interested employee as well.

Here are the reasons I recommend this strategy for your organization:

  1. It allows everyone in your organization to see that positions are earned, not given.
  2. It shows that all interested parties are seriously considered.
  3. It shows that you take career transitions seriously and you want your employees to do the same.
  4. It allows the employee to read about the role and during the interview process they can really ask questions to make sure it’s truly a fit for their desired career path. In addition, they can explore the department and the management style of the hiring manager to make sure they will be a solid match.
  5. Having an objective recruiter ask the same questions across all candidates, internal and external, allows the employer to compare the responses. This will allow the employer to really see what each candidate brings to the table. The recruiter may raise flags that the employer may have ignored due to “familiarity blinders” being in place. Once you know someone you may ignore some of the necessary fit needs for the role because you are already familiar with them. A recruiter can remind their client about the needs of the role when these flags pop up. They may or may not be a cause for concern, but they are cause for pause and discussion to make sure we are meeting the goals for the hire.
  6. From an OFCCP standpoint having a structured interview process helps to ensure that all candidates being considered meet the basic minimum requirements for the role which is key for compliance and a best practice for fair hiring practices.

Professional Bites:

  • What is your recruiting process saying to your internal employees?
  • Would your organization be better served if you were comparing internal and external candidates through more objective line of questioning during the interview process?
  • Is your recruiting process OFCCP compliant?

 

Connect with Nicole on LinkedIn or Twitter.

To learn more about Decision Toolbox, contact us or check out the DT infographic.

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  • " (The DT Recruiter) was terrific. She dealt with some of the internal struggles our company is having in terms of "what type of candidate do we really need vs. what we thought we needed." She helped management think through the type of candidate we were looking for and was a huge asset to us. I also liked the web based system that DT has set up. I felt informed throughout the process. "
  • " (DT Recruiter) is an amazing recruiter to work with. Always willing to stick it out through tough searches and as amicable as they come. She is the perfect model of success in a business that requires perseverance and excellent customer service. "
  • " (DT Recruiter) is just awesome. Her follow up ethic is perfect and she's just a joy to work with. Thanks for all your help. "
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