1、center of excellenceby Is Your Next Hire Hiding in Plain Sight?HRs Guide to Internal Recruiting2Whats Inside:EXECUTIVE SUMMARY .3 THE PROS .6THE CONS .8THREE GOLDEN RULES .9 Rule#1:Dont Wait for Employees to Apply .10 Sample OKR .13 Rule#2:Plan for Talent Needs .14 Sample OKR .17 Rule#3:Overcome Man

2、agers Tendency to Hoard Talent .18 Sample OKR .21 ABOUT PAYCOR .233Executive Summary4 EXECUTIVE SUMMARY If every unemployed person in the country found a job,we would still have 4 million open jobs(U.S.Chamber of Commerce).Where can growing businesses find workers?75%of recruiters say internal recru

3、iting will play a major role in talent acquisition in the next 5 years(LinkedIn).Internal recruiting drives retention and saves time and money.But it can also lead to stagnation and jealousy.To succeed,HR leaders should:1.Proactively engage employees by promoting internal opportunities,building care

4、er paths,and holding frequent one-on-ones between managers and direct reports.2.Plan for talent needs using competency frameworks,online assessments of hard and soft skills,ongoing analysis of market and industry trends,and a focus on building internal talent pipelines.3.Combat talent hoarding by fo

5、stering a performance-driven culture with 9-box talent reviews and inter-departmental collaboration.EXECUTIVE SUMMARYSample action plans and OKRs inside 5ThePros6 THE PROS Demographic factors like early retirement,low birth rates,and declining immigration have left us with nearly 3 million fewer wor

6、kers in the labor force compared to 2020(U.S.Chamber of Commerce).To grow,organizations must make the most of a smaller pool of talent.Internal recruiting is one way to do that,and it delivers extra benefits.Boosts Retention:McKinsey found that 40%+of workers quit between April 2021-2022 due to insu

7、fficient career growth.LinkedIn found employees stay almost 2x longer at companies committed to internal hiring.Saves Time&Money:External hiring can be 6x costlier than internal(Josh Bersin).By focusing on internal hiring,63%of talent professionals report faster hiring,and 69%agree it speeds up new

8、hire productivity(LinkedIn).Your Competitors Are Doing It:In 2019,HBR reported only 28%of recruiters valued internal candidates,but by 2023,75%considered internal recruiting important for future success(LinkedIn).THE PROS7The Cons8 THE CONS Of course,its not all upside.Here are the common pitfalls o

9、f internal recruiting:Stagnation and groupthink Tension and jealousy Internal candidates may lack key skills for new roles Hiring from within may leave a gap in the teamBut we have a different take on these potential problems.We think theyre actually opportunities to make your company culture strong

10、er,more resilient,and more dynamic.Heres why:THE CONSCONACTION PLANLONG-TERM BENEFITStagnationComplement internal mobility with AI recruiting that finds diverse candidates traditional solutions miss.A hybrid approach works best.Internal recruiting drives retention and AI recruiting brings in fresh p

11、erspectives.Tension&jealousyBe transparent about the selection process.Give feedback to those not chosen.Fosters trust,promotes open communication,helps tackle issues early.Skills gapClarify job descriptions,formally assess candidates potential with a 9-box review.Enhances hiring accuracy,builds a s

12、killed workforce,boosts employee engagement.Losing talent in key rolesDevelop succession plans for key positions.Boosts retention and engagement,fills critical roles with skilled employees.9Three Golden Rules10RULE#1 THE 3 GOLDEN RULES OF INTERNAL RECRUITING RULE#1:DONT WAIT FOR EMPLOYEES TO APPLY C

13、hallengeOnly 33%of employees seeking a new role look for opportunities internally at their own company first.(Gartner)Sample Action Plan:Post&promote jobs internally:Create an internal talent database for employees to post profiles advertising their skills and career goals.Promote job postings on an

14、 internal website.HR software can be your platform to deliver a self-paced learning experience,including personality and work style assessments,goal-setting and goal-tracking,and leadership development activities.11Make career growth a recurring topic of conversation:1:1 meetings between managers an

15、d direct reports are perfect opportunities to have career path discussions.In most cases,open-ended conversations are best,particularly in the beginning.Online assessments of hard and soft skills are great tools of discovery and excellent conversation starters.Follow up with customized training that

16、 builds on employees strengths.HR software can be your platform to deliver a continuous discovery and learning process,from 1:1 templates to online employee assessments,self-paced learning modules,goal tracking dashboards,and performance reviews.RULE#1RULE#1:DONT WAIT FOR EMPLOYEES TO APPLY12Break d

17、own silos:There are so many ways to spark inter-departmental collaboration.Mentorship programs are a good example:you might pair workers by experience levels or by career interests.A cross-functional project in which representatives from across the company tackle a shared problem is another excellen

18、t way to get the ball rolling.Employee resource groups(ERGs)are another approach.The goal is the same:the more you can break down silos,the more organically a culture of internal mobility can grow.HR software can help by giving HR the ability to communicate to the entire organization,foster active c

19、ross-functional dialogue via discussion boards and forums,and launch and promote ERGs.RULE#1RULE#1:DONT WAIT FOR EMPLOYEES TO APPLY13Employee Communication:Internal job posting,internal talent pipeline,employee recognition,Paycor Engage.Talent Management:Performance management,goal setting and track

20、ing,1:1 templates.How Paycor HelpsSample OKR Objective:Enhance internal mobility by fostering a collaborative work environment and promoting career growth.Key Results:1.Launch an internal talent database with at least 80%of employees creating profiles by the end of Q2.Measure:Percentage of employees

21、 with completed profiles in the database.2.Post at least 90%of job openings on the internal website and track a 50%increase in internal candidates applying for open positions by the end of Q3.Measure:Percentage of job postings shared internally and the increase in internal applications.3.Implement r

22、egular 1:1 meetings with managers and direct reports,achieving a 75%increase in career path discussions and personalized training by the end of Q4.Measure:Percentage increase in career path discussions and customized training participation.4.Introduce at least 3 cross-functional initiatives(e.g.,men

23、torship programs,cross-departmental projects,or employee resource groups)to break down silos by the end of Q4.Measure:Number of cross-functional initiatives implemented and employee participation rates.5.Leverage HR software to facilitate communication,provide online assessments,and deliver self-pac

24、ed learning modules,aiming for a 70%employee engagement rate by the end of Q4.Measure:Employee engagement rate with HR software features and tools.RULE#1RULE#1:DONT WAIT FOR EMPLOYEES TO APPLY14RULE#2:PLAN FOR TALENT NEEDS ChallengeOnly 35%of organizations have a formalized succession plan for criti

25、cal roles.(Linkedin)Sample Action Plan:Start with competency frameworks:A competency framework is a set of measurable knowledge,skills,and behaviors required for specific roles.They help identify skill gaps and development needs and ensure your recruiting,learning,and performance goals sync up to ov

26、erall company objectives.HR software can help by storing and integrating frameworks into your day-to-day processes.It can also help automate skills and personality assessments and track employee progress.RULE#215Plan for future talent needs:Heres where HR can lead the way.Partner with department hea

27、ds to identify the key roles and skillsets youll need in the next 1-3 years.Regularly review industry trends,market shifts,and business plans to anticipate future talent needs.HR analytics can help identify potential skill gaps and track employee development,career aspirations,and performance metric

28、s.The goal here is transparency and alignment.You need to be able to clearly see where youre steering your organization and then ensure your most talented and ambitious employees are on the right paths.RULE#2RULE#2:PLAN FOR TALENT NEEDS16Build your pipeline:HR and learning teams can work together to

29、 identify high-potential employees and provide tailored development opportunities,ensuring a ready supply of qualified candidates for key roles.Check in with employees often,ideally during weekly one-on-ones with their managers and quarterly performance reviews.HR analytics and talent management sof

30、tware can help you identify trends and patterns in your workforce data,pinpoint areas of concern,and develop targeted interventions to address talent gaps.RULE#2RULE#2:PLAN FOR TALENT NEEDS17Strategy software:OKRs,HR analytics,COR Leadership Insights,position management.Talent Management:Skills&inte

31、rpersonal assessments,employee survey sentiment analysis,Paycor Paths development activities and pre-built content,performance reviews,9-box,career paths.How Paycor HelpsSample OKR Objective:Create an 18-month talent plan for current and future roles.Key Results:1.Develop competency frameworks for a

32、ll roles by the end of Q2.Measure:Completion of competency frameworks for 100%of roles.2.Partner with department heads to identify key roles and skillsets needed in the next 18 months by the end of Q3.Measure:Number of key roles and skillsets identified and documented.3.Regularly review industry tre

33、nds,market shifts,and business plans to anticipate future talent needs on a quarterly basis.Measure:Quarterly reviews completed and documented.4.Use HR software to store,integrate,and automate competency frameworks and skills and personality assessments by the end of Q2.Measure:Implementation of HR

34、software for competency frameworks and assessments.5.Use HR analytics and talent management software to identify high-potential employees and provide tailored development opportunities for key roles by the end of Q4.Measure:Number of high-potential employees identified,and percentage enrolled in dev

35、elopment opportunities.6.Conduct weekly one-on-ones with employees to discuss their career aspirations and development needs,and quarterly performance reviews to track progress towards development goals.Measure:Percentage of employees engaged in weekly one-on-ones and quarterly performance reviews.R

36、ULE#2RULE#2:PLAN FOR TALENT NEEDS18 RULE#3:OVERCOME MANAGERS TENDENCY TO HOARD TALENT ChallengeTalent hoarding by managers,who may restrict access to internal career opportunities,is the#1 barrier to internal recruiting.(Linkedin)Sample Action Plan:Create transparent policies and processes:Make inte

37、rnal mobility part of company culture.“Employee guarding”(Utah State)is an academic term for managers who work behind the scenes to retain their top performers at all costs.HR should be clear and straightforward about their companys belief in internal mobility.Create an internal mobility policy to g

38、et the ball rolling.HR software can help you share the policy company-wide and solicit feedback in the form of surveys and sentiment analysis.RULE#319Measure what matters:Now,back up the policy with metrics.Choose the right KPIs for your organization.If employee guarding behaviors are rampant,consid

39、er metrics that can help identify where the holdouts are(e.g.,tracking the number of managers who take actions to promote internal mobility).Youll also want to track retention rates,time-to-fill open jobs,and internal mobility rate(the%of internal moves within the company).RULE#3RULE#3:OVERCOME MANA

40、GERS TENDENCY TO HOARD TALENT 20Hold talent review meetings:HR can lead a recurring company-wide meeting to evaluate employees potential and performance.Its a win for employees to know where they stand and where their careers can go.Its a win for the company because the added,formalized attention to

41、 career pathing lays the groundwork for a culture of performance.And its a win for HR leaders who want to make internal mobility a driver of business success.Talent software that features a 9-box assessment tool can help.The 9-box plots employees along two axes:their current job performance and thei

42、r potential for future growth.Its helpful in developing coaching plans for all employees,and it has the extra benefit of being the perfect tool to kick off intentional,actionable conversations about internal mobility.RULE#3RULE#3:OVERCOME MANAGERS TENDENCY TO HOARD TALENT21Strategy:OKR software,perf

43、ormance dashboard,compensation benchmarking,position management.Talent Management:1:1 tool,performance reviews,Paycor Paths,COR Leadership Dashboard.How Paycor HelpsSample OKR Objective:Increase internal mobility and create a culture of career growth and development.Key Results:1.Develop and impleme

44、nt an internal mobility policy by the end of Q2.Measure:Completion of policy and percentage of employees who received it.2.Track internal mobility metrics and analyze data on a quarterly basis.Measure:Regular analysis of selected KPIs and identification of trends and areas for improvement.3.Conduct

45、quarterly talent review meetings using the 9-box assessment tool.Measure:Percentage of employees assessed,number of high-potential employees identified,and coaching plans created.4.Distribute the policy company-wide and solicit feedback through HR software.Measure:Percentage of employees engaged in

46、providing feedback through surveys and sentiment analysis.5.Use HR analytics to support data tracking and analysis.Measure:Effective use of HR analytics tools for data-driven decision-making.6.Identify high-potential employees for internal mobility opportunities and create coaching plans.Measure:Num

47、ber of employees participating in development opportunities and progress in coaching plans.RULE#3RULE#3:OVERCOME MANAGERS TENDENCY TO HOARD TALENT22About23About Paycor LEARN MORE AT PAYCOR.COMABOUT PAYCORPaycors human capital management(HCM)platform modernizes every aspect of people management,from

48、recruiting,onboarding and payroll to career development and retention,but what really sets us apart is our focus on leaders.For more than 30 years weve been listening to and partnering with leaders,so we know what they need:a unified HR platform,easy integration with third party apps,powerful analyt

49、ics,talent development software,and configurable technology that supports specific industry needs.Thats why more than 30,000 customers trust Paycor to help them solve problems and achieve their goals.CALL 844-981-0040 BENEFITS ADVISORACAHRLEARNING MANAGEMENTCAREER MANAGEMENTPULSETIMEPAYROLLTIME OFF MGRSCHEDULINGEXPENSE MANAGEMENT ONDEMAND PAY(EWA)MOBILE WALLETWORKFORCE MANAGEMENTTALENT MANAGEMENTEMPLOYEE EXPERIENCEPAYCORSMART SOURCINGRECRUITINGONBOARDINGCOMPENSATIONTALENTDEVELOPMENTLeadersANALYTICSMOBILEANALYTICSMOBILEBENEFITS ADMINISTRATION