人力资源内部招聘指南.pdf

1、center of excellenceby Is Your Next Hire Hiding in Plain Sight?HRs Guide to Internal Recruiting2Whats Inside:EXECUTIVE SUMMARY .3 THE PROS .6THE CONS .8THREE GOLDEN RULES .9 Rule#1:Dont Wait for Employees to Apply .10 Sample OKR .13 Rule#2:Plan for Talent Needs .14 Sample OKR .17 Rule#3:Overcome Man

2、agers Tendency to Hoard Talent .18 Sample OKR .21 ABOUT PAYCOR .233Executive Summary4 EXECUTIVE SUMMARY If every unemployed person in the country found a job,we would still have 4 million open jobs(U.S.Chamber of Commerce).Where can growing businesses find workers?75%of recruiters say internal recru

3、iting will play a major role in talent acquisition in the next 5 years(LinkedIn).Internal recruiting drives retention and saves time and money.But it can also lead to stagnation and jealousy.To succeed,HR leaders should:1.Proactively engage employees by promoting internal opportunities,building care

4、er paths,and holding frequent one-on-ones between managers and direct reports.2.Plan for talent needs using competency frameworks,online assessments of hard and soft skills,ongoing analysis of market and industry trends,and a focus on building internal talent pipelines.3.Combat talent hoarding by fo

5、stering a performance-driven culture with 9-box talent reviews and inter-departmental collaboration.EXECUTIVE SUMMARYSample action plans and OKRs inside 5ThePros6 THE PROS Demographic factors like early retirement,low birth rates,and declining immigration have left us with nearly 3 million fewer wor

6、kers in the labor force compared to 2020(U.S.Chamber of Commerce).To grow,organizations must make the most of a smaller pool of talent.Internal recruiting is one way to do that,and it delivers extra benefits.Boosts Retention:McKinsey found that 40%+of workers quit between April 2021-2022 due to insu

7、fficient career growth.LinkedIn found employees stay almost 2x longer at companies committed to internal hiring.Saves Time&Money:External hiring can be 6x costlier than internal(Josh Bersin).By focusing on internal hiring,63%of talent professionals report faster hiring,and 69%agree it speeds up new

8、hire productivity(LinkedIn).Your Competitors Are Doing It:In 2019,HBR reported only 28%of recruiters valued internal candidates,but by 2023,75%considered internal recruiting important for future success(LinkedIn).THE PROS7The Cons8 THE CONS Of course,its not all upside.Here are the common pitfalls o

9、f internal recruiting:Stagnation and groupthink Tension and jealousy Internal candidates may lack key skills for new roles Hiring from within may leave a gap in the teamBut we have a different take on these potential problems.We think theyre actually opportunities to make your company culture strong

10、er,more resilient,and more dynamic.Heres why:THE CONSCONACTION PLANLONG-TERM BENEFITStagnationComplement internal mobility with AI recruiting that finds diverse candidates traditional solutions miss.A hybrid approach works best.Internal recruiting drives retention and AI recruiting brings in fresh p

11、erspectives.Tension&jealousyBe transparent about the selection process.Give feedback to those not chosen.Fosters trust,promotes open communication,helps tackle issues early.Skills gapClarify job descriptions,formally assess candidates potential with a 9-box review.Enhances hiring accuracy,builds a s

12、killed workforce,boosts employee engagement.Losing talent in key rolesDevelop succession plans for key positions.Boosts retention and engagement,fills critical roles with skilled employees.9Three Golden Rules10RULE#1 THE 3 GOLDEN RULES OF INTERNAL RECRUITING RULE#1:DONT WAIT FOR EMPLOYEES TO APPLY C

13、hallengeOnly 33%of employees seeking a new role look for opportunities internally at their own company first.(Gartner)Sample Action Plan:Post&promote jobs internally:Create an internal talent database for employees to post profiles advertising their skills and career goals.Promote job postings on an

14、 internal website.HR software can be your platform to deliver a self-paced learning experience,including personality and work style assessments,goal-setting and goal-tracking,and leadership development activities.11Make career growth a recurring topic of conversation:1:1 meetings between managers an

15、d direct reports are perfect opportunities to have career path discussions.In most cases,open-ended conversations are best,particularly in the beginning.Online assessments of hard and soft skills are great tools of discovery and excellent conversation starters.Follow up with customized training that

16、 builds on employees strengths.HR software can be your platform to deliver a continuous discovery and learning process,from 1:1 templates to online employee assessments,self-paced learning modules,goal tracking dashboards,and performance reviews.RULE#1RULE#1:DONT WAIT FOR EMPLOYEES TO APPLY12Break down silos:There are so many ways to spark inter-departmental collaboration.Mentorship programs are a good example:you might pair workers by experience levels or by career interests.A cross-functional