Most employers at some point have wondered if they should be ‘growing’ their own talent or ‘buying’ it into the business. There is undoubtedly a strong argument that the ‘sweet spot’ of recruitment is finding the right balance between the two; but quite often the pendulum swings heavily in one direction.
Many leaders automatically turn to external recruitment channels when they receive a resignation as they feel it is the best avenue to source the talent they need. There is a sense that the person with the skills, experience and behaviours to do the job is currently out there working for someone else. But what if the right recruitment decision is merely one cubicle away? Could the person with the ‘skill’ and the ‘will’ for the role be sitting right under your nose?
In many scenarios, there is no employment law requirement to post jobs internally unless an employer has agreed to do so; for example under an internal policy or enterprise agreement. This is more common in larger scale employers or government agencies where it is a negotiated practice that roles are offered internally first. This is usually seen as an employee benefit as it gives existing employees the ‘first bite of the cherry’, but the other perspective is that it does not allow for a greater diversity of thought and experience.
It is recommended that employers consider their preferred approach to recruitment and apply this consistently across the organisation. The...
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