HUMAN RESOURCES
M
ost employees view the hiring of inter- train new employees, consider improving
nal candidates for advanced positions as the skill sets of current employees instead of
evidence that better opportunities are avail- hiring outsiders. Already being familiar with
able to those who do well. Many managers may the company and product allows internal
think the same way, but unless that philosophy candidates to focus more on the skills they
is fused with company behavior, they can be need to improve and the job that needs to
talked out of promoting internal candidates by be done.
people who think differently.
According to the authors of The Enthusiastic
• MYTH: Outside Candidates are Superior Employee, when companies don’t promote
Candidates – Many managers idealize from within, they forfeit one of the most potent
external candidates because they’re a “blank motivational statements an organization can
slate”. By focusing on an external candidate’s make. In fact, their research indicates that most
potential without recognizing any of their high-performing companies have a policy
inevitable flaws, managers get a positively requiring an internal search for candidates
skewed view of outside people. Working prior to going outside the company to hire new
to cultivate internal candidates for open people.
positions may work better in the long-run.
Besides, knowing the flaws of someone you By understanding common myths about hiring
currently work with may be far safer than from within, you’re more likely to make sound
taking a chance on the unknown. decisions that further employee growth and
• MYTH: New Ideas only come from New increase employee morale while saving the
People – Instead, you might consider that company time and money. Not every open
new ideas come from new perspectives. By position can be filled by internal candidates,
engaging internal people in a different role, but successful companies know the importance
they may very well see problems from an of looking inside, before going outside, to find
entirely new angle. While new people often the right people.
do bring in new ideas, it doesn’t necessarily
mean that current employees are totally
Adapted from The Enthusiastic Employee by David Sirota,
Louis A. Mischkind, and Michael Irwin Meltzer
bereft of inspiration.
• MYTH: The Crisis Needs a Champion NOW
- Given the time it takes to recruit, hire, and
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