Talent acquisition can be a tough process when looking for middle- and upper-level management positions, and many recruiters draw it out thinking they can find the perfect job candidate. But recognizing and investing in current employees’ potential can help employers produce that ideal candidate without having to look outside the office.
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In a recent article, Forbes contributor Louis Efron recommends HR professionals stop wasting precious time eliminating competent and skilled candidates by waiting for a flawless resume. Efron advises recruiters to reject the ‘perfect resume syndrome’ and to instead notice the talent in current employees.
Employers that establish an internal development program can cultivate promising employees into strong leaders and candidates for promotion. According to research by Bersin & Associates in conjunction with Workforce Magazine, companies are increasing their investment in the professional development of employees, with learners averaging 15.3 hours in 2012 compared to 12.8 in 2010. By creating professional education opportunities, the companies saw a boost in employee innovation.
Investing in existing workers enables companies to develop employees that fit the mold and reduce the likelihood of a long recruitment process. The 2013 Employee Engagement Research Report by BlessingWhite, a consulting firm, recommends employers construct a dialogue with employees about how they wish to develop within the company. By doing so, businesses can engage workers in fostering their abilities and human resource departments would be aware of internal candidates in case an upper-level position presents itself. Existing staff members are also most familiar with the company and its mission and goals, making current employees the perfect resource for employers looking for the ideal candidates.
Cultivating a degree of trust and communication with employees can help supervisors and HR professionals embrace internal promotion strategies and increase worker retention with the company.
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