How to avoid the negative impact of internal recruitment (human resources)

Establish a "talent pool" and improve the talent reserve mechanism

Talent reserve mechanism refers to the system and measures for enterprises to cultivate existing human resources from within enterprises and improve the quantity and quality of human resources teams based on the consideration of reducing the risk of human resources management. If an enterprise adopts internal recruitment to provide suitable candidates for relevant positions, it must establish and improve its own talent reserve mechanism.

Analyze recruitment positions in detail to ensure that internal recruitment is fair, legal and economical.

Job analysis is the basic work of internal recruitment activities, and it is also the premise of internal recruitment. It can provide the basis for selecting candidates for recruitment and provide job requirements for candidates. Enterprises should make clear the responsibilities, qualifications and challenges faced by job recruitment, make the language of job analysis popular, let prospective candidates know the accurate recruitment requirements and compare them with their own situation. This will allow some applicants who do not meet the recruitment requirements to "screen" themselves, thus saving recruitment costs.

Especially when carrying out internal open recruitment activities, it is more necessary to clarify the necessary conditions for applying for this position. With these rigid rules and persistent insistence in the selection process, once employees have objections and file complaints or lawsuits, we can ensure fair competition in recruitment activities, conform to national policies and regulations, and save internal selection costs, thus ensuring fairness, legitimacy and economy of internal recruitment activities.

Carry out supporting training in time to ensure the rapid adaptation of personnel.

Some enterprises think that it is unnecessary for employees recruited internally to receive internal training and corporate culture training before taking up their posts. Because it has a better understanding of the internal environment of the enterprise. However, we can't ignore the differences between departments and posts. Internally recruited employees may also face new colleagues, new environments and new bosses. Providing them with necessary enterprise training is still an indispensable and important job for HR. By implementing the necessary enterprise management training, it is helpful to promote recruiters to integrate into new positions and organizations as soon as possible, shorten the running-in period, and thus reduce the employment risk of enterprises.

Carefully design the internal employment process to ensure that all parties communicate in place.

In the whole process of internal recruitment, we should not only pay attention to the channels for publishing recruitment information, but also communicate with relevant stakeholders.

First of all, when posting internal recruitment positions, we should ensure the extensiveness and diversity of information distribution channels so that relevant personnel can receive information. Secondly, all candidates should be given a chance to speak. Not every applicant needs an interview because it takes a lot of time to interview all applicants. Thirdly, after the internal recruitment decision is made, candidates should be treated differently. Finally, in internal recruitment, it is very important to communicate with the employee's direct supervisor. Because the resistance of internal recruitment often comes from its supervisor, it is easy to make the career development of employees "stillborn" if it is not handled well.

Strictly regulate the internal employment system and build an internal talent selection mechanism.

In the medium and long term, enterprises need to establish an internal talent selection mechanism, establish the concept orientation of talent selection, clarify the principles, processes and organizations of internal recruitment, and manage internal recruitment with a standardized system to make internal recruitment really play a role.