The Pros And Cons Of Hiring From Within
Does your company currently have any job openings? Where are you going to source your next hire? Have you considered hiring internally? This post explores the pros and cons of hiring from within. Before you make any hiring decision, here are a few things to bear in mind.
Putting the right people in the right position is the hardest part of the hiring process. If there was a simple solution for this age old problem every business would be thriving. Instead businesses constantly struggle to select the right job candidate. Hiring from within is often the easiest solution to your hiring woes, but it’s one that takes careful consideration.
Let’s take a look at the pros and cons of hiring from within:
- Advantages of Hiring From Within
- You know what to expect
- Saves you money
- Faster transition times
- Builds a strong company culture
- Familiarity with the business and the people
- Shows career path potential
- Reduces the risk of hiring the wrong person
- Solid skill set already established
- Disadvantages of Hiring From Within
- Lack of outside perspective
- No fresh faces and ideas
- Missing out on vast talent pool
- Makes diversity difficult
- A promoted employee must learn new leadership skills or gain management experience
- Harder to be selective
- Potential conflict amongst current staff
- Must hire a 2nd person to replace the first
Hiring from within is a great option when it’s the right option. The people that currently work for you were hired for a reason. These individuals were handpicked for their roles. There are plenty of pros to promoting them and helping them climb the career ladder, but it’s not always the best option.
While the pros (quick, cheap, easy) are appealing, think about the big picture. Is this person the right person for the job or are you setting them up for failure? Remember that any hiring mistake, like rushing the hiring process with an internal promotion, can cost you big time in the long run. Be patient and carefully weigh the pros and cons of internal hires vs. external hires.
Potentially the best solution is to take each job opening on an individual basis. Always look toward your current staff first, but don’t limit your options. Never create a hard and fast rule that you always stick by. Look at the job, the responsibilities, and both the internal and external talent pool. Then make the decision if you want to hire from within or you want to recruit externally. It’s always good to have options.
See Also: What To Do When An Employee Resigns