How to Reduce Risk When Hiring Internally


Even though many employers are reducing staff, there are still vacancies they need to fill. To help displaced employees land on their feet, some employers are restricting hiring to be exclusively internal or to have jobs posted internally for a set length of time before posting externally.

A shift to hiring from an internal candidate pool has the benefit of showing your employees that you care about their futures and supporting them as much as possible, which boosts morale. Internal hiring also costs less than external, without costs to post positions or perform background checks. There will also be a reduced or eliminated learning curve for adapting to company processes, standards and systems.

Hiring internally is not without risk as you may be shifting people into a career or area that they have little to no experience in. This issue is compounded when many onboarding programs and training are still being done virtually. This means your new employee cannot pop by your desk or hang out at the end of a meeting to ask a quick question.

Past success and positive reviews will help assess fit for a new role but aren’t great predictors of how someone will perform in a new position and doesn’t indicate how well they deal with change and challenges. These kinds of situations are where assessments, particularly those that measure human hardwiring, can shine. It can let you see more than an employee’s past, you can get a gauge for their strengths, weaknesses, predictors of success and learning style. By having an employee complete a personality assessment before putting them into a new role, you’ll have a much more informed hiring decision with a greater chance of success for both you and your employee.

Even though many employers are reducing staff, there are still vacancies they need to fill. To help displaced employees land on their feet, some employers are restricting hiring to be exclusively internal or to have jobs posted internally for a set length of time before posting externally.

A shift to hiring from an internal candidate pool has the benefit of showing your employees that you care about their futures and supporting them as much as possible, which boosts morale. Internal hiring also costs less than external, without costs to post positions or perform background checks. There will also be a reduced or eliminated learning curve for adapting to company processes, standards and systems.

Hiring internally is not without risk as you may be shifting people into a career or area that they have little to no experience in. This issue is compounded when many onboarding programs and training are still being done virtually. This means your new employee cannot pop by your desk or hang out at the end of a meeting to ask a quick question.

Past success and positive reviews will help assess fit for a new role but aren’t great predictors of how someone will perform in a new position and doesn’t indicate how well they deal with change and challenges. These kinds of situations are where assessments, particularly those that measure human hardwiring, can shine. It can let you see more than an employee’s past, you can get a gauge for their strengths, weaknesses, predictors of success and learning style. By having an employee complete a personality assessment before putting them into a new role, you’ll have a much more informed hiring decision with a greater chance of success for both you and your employee.