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The majority of recruiting is reactive. An opening occurs and the recruitment process kicks in to fill an immediate need for talent. But recruiting should also be proactive, looking ahead to the future to see what talent will be needed in key areas of the company and taking steps now to fill those needs.
The first place to look for future talent is in the company`s current pool of employees. Promoting from within is a powerful morale and productivity tool, as many studies have shown. It’s also an attractive recruitment incentive for employees who want to know if a long-term career path is available in a company.
If you`re going to promote from within, it`s essential to have a specific plan for doing so. This is called succession planning, the process of determining key personnel who will be retiring or moving within the organization and finding internal leaders who can replace them.
Source:
http://www.hrworld.com/features/promoting-within-082108/
The first place to look for future talent is in the company`s current pool of employees. Promoting from within is a powerful morale and productivity tool, as many studies have shown. It’s also an attractive recruitment incentive for employees who want to know if a long-term career path is available in a company.
If you`re going to promote from within, it`s essential to have a specific plan for doing so. This is called succession planning, the process of determining key personnel who will be retiring or moving within the organization and finding internal leaders who can replace them.
Source:
http://www.hrworld.com/features/promoting-within-082108/
