“We have been trying to fill this senior position for over half a year with no success.” This is a common complaint of many senior HR professionals and managers. The higher the position is, the more difficult it becomes to find the right candidate for the job. So they keep searching on the job market, but often they forget to look around within the company itself.
“If I have a vacancy to fill, I’ll promote someone into it, then fill that newly vacated post from below, and so on,” said a HR manager, “until, finally, there is left a vacancy further down the organisation which is easy to fill from outside. So when there is a vacancy, we typically fill it from inside the company, and create a chain reaction of people moving upwards. This is all planned as much as possible. We know where to look for a replacement when a vacancy arises, so it is easy to prepare to move the system. As many as three promotions can be effected in a single round. It is great from the motivational point of view – you can communicate it, for example, we express our congratulations in a newsletter to those who have been promoted. This gives motivation and provides perspective to those who work here.”
So what are the key elements in starting a career chain reaction? Read More