Answer to Question #220192 in Management for George

Question

Lydia has been acting as the IT manager for 21 months when it was decided to advertise the job. His director prepared the advertisement without specifying any qualifications or extensive experience in information technology, which had previously been part of the selection criteria. The Director decided to advertise the job internally. Lydia was the sole applicant and was appointed to the position permanently without an interview.

Required. What are your remarks and what needs to be done as HR practitioner?

Answer 1

The internal job posting may improve a company's recruiting strategy, give career development possibilities for workers, and serve as a good communication practice.

Cost-effectiveness: Looking inside your organization saves money on external recruiting fees, which are frequently exorbitant. There will also be no advertising on job sites or paying for background checks (if this is a regular part of your recruiting processes).

Save time by Recruitment is time-consuming—sifting through hundreds of CVs from recruiters to choose a handful of interview prospects takes a significant amount of time. Examining your current staff for potential candidates? It's a huge time-saving.

Employee comfort: They already understand how your firm works, are a proven force inside your organization, and fit into your corporate culture. As a result, this is an excellent chance to develop talent from inside your organization, making them even more successful within your organization.

Reduced onboarding times: Because your workers are familiar with your company, induction days and training will be significantly reduced.

Improve employee engagement: By promoting from within, you may improve your business culture by demonstrating that you respect your employees and that there may be chances for advancement.

Possible drawbacks of internal promotion include:

Limit your applicant pool: As previously said, you may wind up severely limiting your company. If there are just a few applicants to select from, and their experience isn't exactly what you're looking for, that's not the greatest choice.

Workforce gaps: Hiring internally may result in the need to recruit outside in the end. If no one is available to take over your employee's original position, you will have to start recruiting again. As a result, your best bet may be, to begin with, an external recruiting drive.

Destabilize your organization's culture: Bringing in outside candidates may help to invigorate your culture by introducing your workers to fresh individuals and introducing intriguing new ideas to your company. Only internal hiring may stymie such possibilities.

Colleague conflict: If your workers are unsuccessful while seeking a new position, this may lead to resentment. So, to preserve peace, you could consider hiring someone fresh.

The HR practitioner acted awful when he did not conduct an interview. In the employee selection process, one essential stage is interviewing. If conducted properly, the interview allows the employer to assess if an applicant's abilities, experience, and personality match the job's criteria. Furthermore, preparing for an interview can assist define the duties of a position.