Don’t Overlook This Candidate Pool

To find candidates, companies often rely on external sources – when the ideal person for the job may be right in front of them.

Tapping internal talent is a best practice among high performing organizations, according to Bersin, Deloitte Consulting LLP’s digital destination for the human resources professional.
Existing employees are recognized as a strategic resource, and internal mobility is a part of company culture, Bersin notes. What’s more, at these organizations, hiring managers and recruiters know their internal talent’s capabilities, and hiring managers work with recruiters to cultivate talent from within.

Know Your Staff

Of course, to tap your internal candidate pool, you must know your staff. And this requires ongoing effort – after all, change is constant. It also requires attention to detail.
Among the things you want to know about your staff members are:

• Skills they currently possess, including those they may not be utilizing in their current role. You may have untapped talent in your organization.
• Skills they are interested in developing. With a little assistance, an employee could grow into the role.
• Details about their work experience. Even though an employee isn’t performing certain tasks now, it doesn’t mean he or she hasn’t done this type of work in the past.
• Goals and aspirations, both short- and long-term, that they are interested in or are already pursuing. For example, is an employee pursuing a college degree? If so, how is this educational background relevant to your company?
• Likes and dislikes. An employee may have the skills and experience for a job, but may also have no interest in doing that type of work.

At Small and Midsize Companies

Identifying career paths and focusing on growth opportunities may seem like tasks that fall under the umbrella of talent development, and therefore pertain to large companies.
Yet, while large employers may have more structured processes in place, small and midsize companies can take the initiative in these areas as well. It’s largely about communication.
Regular, targeted conversations with employees will prove revealing.

Where Are They Now

As part of efforts to tap internal talent, make sure you stay up to date on your staff members. People’s wants and needs change, as a result of personal circumstances and life in general.
The career-minded go-getter of a few years ago may no longer want to spend nights poring over the latest sales numbers in order to beat the competition. Then again, he might.
Similarly, you may think that a new mother wouldn’t be interested in a job that requires extensive travel, even though she has expressed an interest in such a position in the past. Don’t assume.
At the same time, hear people when they tell you what they want, and don’t want. Remember, talent isn’t only about skills and experience; it’s about desire and drive.
It’s up to you to find candidates who are a fit for open positions. Why not start by looking within your organization?

Paula Santonocito, Contributing Editor for Recruiting Daily Advisor, is a business journalist specializing in employment issues. She is the author of more than 1,000 articles on a wide range of human resource and career topics, with an emphasis on recruiting and hiring. Her articles have been featured in many global and domestic publications and information outlets, referenced in academic and legal publications as well as books, and translated into several languages.