Engagement Practice _ 29: Show a Clear Preference for Hiring from Within

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Few things are more frustrating for well-qualified employees than the company

deciding to hire an outside candidate, or bringing in a consultant,

without even giving them a shot at interviewing for the job. In fact, such

an experience is often a predictable turning point in the disengagement and

eventual departure of highly talented employees, who may feel taken for

granted.

Employers of choice tend to hire outside candidates only when no

internal candidate is available, consistently conducting searches for internal

candidates as their first option. Some companies even maintain ‘‘talent

banks’’ containing resumes and talent profiles of employees that managers

can screen and match against job requirements.

Most companies recognize that it is more cost-efficient to hire a proven

internal candidate rather than pay recruiter fees, relocation costs, and all the

other avoidable costs related to new-hire orientation and training. Current

employees already know the culture, have established relationships, and

understand the way things are done. But the biggest advantage is the morale-

boosting message an internal hire sends to all employees: ‘‘Your contributions

and talent have not gone unnoticed.’’