Looking to current employees for a promotion or lateral move can be a great way to fill an open position. But beware of these dangers.
Current employees are likely more committed to the organization, and you already know their skills. Therefore, that’s often the first place you should look when you’ve got a job to fill.
But here are some of the potential problems of internal recruiting, and what you and your managers can do about it:
- Promoting employees instead of hiring outsiders can be a morale boost, but problems can arise if an employee leaves one department or team for another. Give yourself plenty of time to find the moving employee’s replacement, so no one’s shorthanded.
- Stellar performance doesn’t always warrant a promotion. For example, a good salesperson isn’t necessarily a good sales manager. Don’t promote people just because they’re good at their current jobs. Evaluate them the same way you would outside applicants.
- Not everyone wants a new job, even if it’s a big promotion. Some people are just good at what they do and want to keep doing it. If you and the manager think someone would be great in a different position, you can try to convince him or her, but forcing a move could be harmful.
And finally, companies can’t forget the importance of bringing in new blood every now and then. Outside people bring in fresh ideas and are necessary for growth. There’s a danger of “inbreeding” if a company looks internally to fill every position.
