Internal recruitment challenges!
Hi fellow HR buzzers :)
I'm after a bit of advice regarding internal recruitment. It's actually for a friend who is in a new management role (not HR) and he needs to recruit someone internally for an "acting" position. It is however a very important role and neither my friend nor his employer can afford to have the wrong person in the job.
The problem is that there are some internal candidates who are likely to apply whom he feels are not suited to the position for a variety of reasons. He is quite sure that these people are likely to demand to know why they were not appointed.
My friend also does not want to waste time interviewing people whom he already knows he doesn’t want to appoint.
The organisation's recruitment processes have been rather hap-hazzard in the past and to be frank the HR dept seems to be ineffective where recruitment is concerned, (it's an environment where HR doesn't have much clout!)
I'm therefore helping him develop a more rigorous approach to interviewing with a view to conducting a transparent and objective process.
My suggestion so far has been to clearly define selection criteria and competencies and to create a set of largely pre-scripted behavioural interview questions that will be used with each candidate so that comparisons between candidates are objective.
I have also suggested that each candidate be required to submit a formal application addressing the selection criteria.
I would be interested to hear any views on this approach or any other ideas people may have.
Also, would you interview all candidates given that they will all be internal? (it's a private sector organisation).
Cheers,
Sonya