Employers are feeling impacts of the COVID-19 pandemic in a huge range of ways…and many, many of them are making changes to hiring. One theme we hear from customers is that they are switching to primarily (or sometimes only) internal recruiting. In our platform, that’s a really simple data switch, but that’s not the reality for most companies. So – how do you make this switch, partially or completely?
First, address the key challenges head on:
The data sucks
Of all the data you have on potential candidates – your ATS, CRM, RMS, event resumes…so many places – the stalest, least complete, most challenging is likely to be your data on employees. Worse, it’s usually the last dataset to be connected tightly into your talent acquisition technology and data stack. So it can be really hard to identify the good internal candidates, and even harder to use your matching technologies effectively. You really DO need to fix this for the long term, because more and more you need good data for everything. But in the meantime, think of rapid ways you can get the basic data you need, even if that means surveying your employees. Tie it into some retention work
The internal politics haven’t gone away
Internal mobility has been on the agenda in HR for decades, but it’s still tied up with the future of work. One of the big reasons is around culture and internal politics:
Yes, you can open up job postings to internal candidates, but it doesn’t do much good if managers won’t hire internal people with lesser skills, managers hoard their staff, and there are no tools to find the right job. Many companies tell me this problem is quite challenging” – Josh Bersin
At a time of crisis, your managers are likely to want to hold on even tighter to their top performers, and there will be issues for the employee as well. Are you ready to tackle the politics?
Your process and systems likely won’t make it easy
There is always some risk in taking a new job, even if it’s a promotion. What if you can’t do it? What if the team isn’t right for you? What if the new manager drives you mad? At a time when there are so many layoffs, furloughs and Zoom meetings, those risks will seem a lot higher. You need to be ready for that, with policies, reassurances and maybe even some guarantees. A time like this can give your employees a real chance to advance their careers, but they will need to trust you and you may not have the internal mobility support systems in place. Focus on how to mitigate their risks
Privacy and data security matter more than ever
Employees at many companies feel nervous about you collecting data on them, and privacy laws support them. Be sensitive as well as compliant, and over-communicate what you are doing.
However, there are also a lot of significant benefits to pushing through these, because: