Hiring managers are struggling to fill positions with talented individuals. In many cases, they are given a list of qualifications to look for and are tasked with filling those positions quickly. While many positions are filled, there are a high percentage of jobs that could be quickly and easily filled by looking internally.
A recent study revealed that 25% of employees would like to be promoted at their current place of employment. However, 24% of employees indicate that they would be open to a position elsewhere as a result of being overlooked for a promotion.
What is causing this disconnect? Why are corporate leaders looking outside of their company instead of hiring from within?
Perhaps one of the primary reasons employers look outside their organization is a lack of knowledge of their employees’ talents.
Retention of talented employees is more cost effective and practical. It is also an effective way to generate a culture of growth within your organization. How can your organization capitalize on the skills to which you already have access?
Overcoming a Perceived Skills Gap
One of the biggest hurdles to internal hiring is a perceived skills gap. Instead of looking at employees’ current skill or job requirements, corporate leaders should be looking at what talents they have. To be effective, this approach must be a consistent process of talent identification and development.
Some companies purposefully develop cross-training programs, allowing employees to learn and develop skills in areas outside their department. Giving additional training to employees is another way of ensuring that you always have a steady stream of skilled workers ready to be mobilized.
Invest in Employees to Build Loyalty
People recognize when employers genuinely care about their well-being and success. When employees feel valued and appreciated, they are more likely to be loyal to the organization. In many cases, this then frees the employee to take risks and fully engage with the organization.
They may be open to taking calculated risks, willing to share ideas and may demonstrate skills outside their job title. By taking a genuine interest in the development of employees, your company will benefit by gaining a committed employee.
Increase Skill Development
Invest in a quality employee development program to hone employees’ skills. The investment will not only bring new, often necessary skills to your workforce, it will give your employees an opportunity to show previously unnoticed skills.
When put into training situations or team building components, overlooked leaders often rise to the challenge. Strategic planners excel when given the chance, even if their current position doesn’t require the skill. Many leaders feel as though investing in training is a losing proposition, fearful they will waste the money on employees who will take their newly developed skills elsewhere. A culture of growth is attractive to employees – both new and existing.
Your workforce may be harboring hidden skills that can be beneficial to your organization. Discovering and using these skills can not only help your company, it can help to develop employees into future leaders. What skills are you looking for that your employees may already possess?
Michele Bailey is president and CEO of Blazing Agency and My Big Idea™. These two lines of business work congruently to support her clients’ success.