![]() ![]() "Internal candidates have to feel that there is a fair process for evaluation," Woods said. While it may be tempting to offer any internal candidates the opportunity to apply and interview for any open positions, managing expectations at the outset is important. Clearly written descriptions of the role and its requirements will make it more plausible to go outside if there aren't internal candidates who can easily match those requirements." "There needs to be a lot of transparency around what is required for the role and what the selection process looks like. ![]() The most important advice for HR professionals and hiring managers is "honesty is the best policy," and that honesty should start during the application process.īe clear about the requirements of the position, said Sarah Woods, senior vice president of global consulting at Bates Communications. How should organizations communicate with internal candidates who have been turned down-and minimize the odds they'll jump ship? Worse, they may begin to seek positions outside the organization, feeling that their opportunities for advancement are nonexistent. When this happens, though, it raises the risk that internal candidates will become disheartened and disengaged. While many choose to offer current employees a shot at newly created or vacant jobs, sometimes internal candidates aren't selected-for valid reasons. When employers post a job, they often grapple with the question of whether to hire from within or seek expertise from outside the company. ![]()
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