How successful internal recruitment process for your business

11-12-2017 Pyroxilin
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Main procedures you need to set up your company for setting up a successful internal hiring process includes establishing a way to communicate the job opportunities with your employees and a procedure which they can use to submit applications. Get out of my way to make sure everyone understands the magnitude and the basic rights of the work, as well as the hiring criteria you use.

You should also ensure that, no matter what system you use to alert employees to jobs within the company, everyone gets a fair shot at the opening. This is an important aspect of creating a culture of equal opportunity in employment.

If you see yourself hiring internally at some point down the road, a dynamic employee skills inventory that you're going to be a big help in advance when the time comes. This inventory is exactly what the name says: a portfolio of human capital in your business - a catalog of individual skills, attributes, credentials and expertise that currently exist.

Your skills inventory need not be set up as a stand-alone database; in fact, it should not be. The database you use to store your employee profiles can be used to pull together this information when you need it. That way, if you will be based on the latest information every time you pull it keep your employee profiles up to date, your organization-wide skills inventory.

The idea itself is not new - most companies have maintained traditionally a personnel file or a job history file for each employee. The difference lies in how the information is categorized. Conventional job histories tend to focus on performance. An employee skills inventory focuses on the skills and characteristics that have led to this performance - and that can be recalled.

Even if your business is relatively small, it is still the time and effort to the capability of pulling an employee skills inventory developed are worth. The main advantage is that, rather than picking your way through stacks of folders to a list of people who can compile logical candidates for an opening in your company, you simply search your employee profile database using specific categories.

Some of the categories you might want to draw the employee profile are the following:

  • Skills / Knowledge: The business functions or activities in which the employee has either special knowledge or a proven record of competence.
  • The second official language: Emphasize that knowledge of another language is not enough; The candidate must be fluent when it comes to helping customers or working with suppliers to communicate in that language.
  • Special preferences: Requests from the employee made about her own career ambitions, other jobs in the company she would like to continue, or parts of the country, which they may be interested in moving.
  • Educational background: schools, degrees, and subjects in which the employee major and minor.
  • Job history: Add the title, department, organizational unit, and the actual job tasks, the employee has performed at your company and at previous employers.
  • Trainings and seminars: a list of the program topics, and, if applicable, the number of days spent in training.
  • Test Results: The main results, if any, of a company sanctioned tests or other types of measurement activities has undergone formal employee during his or her career with the company.
  • Licenses, credentials, and affiliations: Obviously, all these categories of work-related and logically linked to the duties and responsibilities of the job are.

This list is intended to be a series of recommendations, nothing more. You can integrate your own employee skills inventory something that you deem relevant. Just be careful that when you have your inventory, you do not violate inadvertently develop with equal employment opportunity laws. If you have questions about each category, contact your legal advisor.

The more you are in contact with the existing talents, skills and attributes of your people, the easier time you'll have to get the most out of their expertise.