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Insights by Andy: How Internal Recruitment Solves Critical Talent Problems

An internal recruitment strategy is an easy way fill your critical roles, empower your recruiting team, and grow a healthier culture.

Welcome to this edition of Insights by Andy! In this episode, Andy speaks with Jerome Ternynck, Founder and CEO of SmartRecruiters, about how internal recruitment is solving many of the talent problems that companies all over the world are facing.

How internal recruitment solves problems

Pre-COVID the world was already experiencing a major shortage of workers in almost every industry—talent has become incredibly difficult to come by. This was exacerbated by the rapid disruptions that digitalization has brought on—requiring almost the entire workforce to upskill or reskill in order to stay competitive. And to top it off, COVID brought on massive layoffs and hiring freezes that are now needing to be reversed in the midst of “The Great Resignation”.

But what if the talent we need is right under our noses the whole time?

Businesses around the world have begun to utilize the concept of internal recruitment to fulfill their most critical talent gaps.

Recruit internally and realize the true potential of your people

  1. Identifying high potential talent for critical roles within your existing workforce makes a lot of sense, but many companies struggle to implement this idea for several reasons, including:
  2. We make it harder for employees to apply internally by adding several barriers;
  3. Programs are wrought with unconscious bias that does not see a majority of the workforce for their true potential.

These reasons, and so many more, get in the way of strong internal recruitment programs. However, it is not an unsolvable problem, and in fact the way to a strong internal marketplace for talent is also right under our noses!

For example, your HR recruiting team has the tools and skill set needed to find the best fit talent internally for your open roles. However, they are often not allowed to unleash their powers for this purpose. It is in everyone’s best interest to allow the professionals to use their tools and knowledge to help!

Additionally, you can easily remove barriers for your people to apply! If they can apply for a job outside of the company without a yearlong employment wait or without talking to their manager, then why do we require the same for internal roles?

Finally, SHL has incredible products and solutions like Mobilize that can help you easily identify the people you need to thrive in this unpredictable environment and reduce unconscious biases—helping you understand how current employees fit into roles that are more engaging, aligned to their skill set, and offers additional visibility builds a more healthy and productive culture across the business.

Internal recruitment is one way to make major progress in the critical need to fill talent gaps.

Watch this episode to learn more from Andy and Jerome and get in touch with us so we can help you build your internal recruitment strategy!

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Andy Bradshaw

Andy has spent over 25 years in technology and services businesses, over half of which has been in Human Capital Management (HCM). His career started performing a variety of roles for Hewlett-Packard and Microsoft, including running industry teams and building new customer segments. More recently taking senior leadership positions in mid-market organizations undergoing transformation. These included IT security, assessment and employee benefits segments. He returned as CEO of SHL 2 years ago, working with CEB and Gartner to establish SHL as an independent business. Andy is passionate about using people insight to improve business and individual performance.

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