Promote From Within or Hire From Without 6 Factors to Consider that Will Shape Your Culture

Promote From Within or Hire From Without 6 Factors to Consider that Will Shape Yur CulturePromote From Within or Hire From Without 6 Factors to Consider that Will Shape Your CultureIts the perpetual question, the albatross for HR professionals and the never-ending debate among hiring managers and those in the employment decision-making process. Do you encourage growth and maintain corporate culture and morale by hiring from within or build new ideas and stimulate outside thought processes by searching outside of your organization? This long-winded, if classic, question is one of the many considerations that keep those looking to bring on new talent up at night. If youre in the process of filling open positions, the decision probably has a greater impact on your day to day job duties, making the ultimate outcome even more stressful. Sure, loyalty in your employee culture is amazing, but what about the prospect of stale ideas? And yes, innovation and growth are amazing plus-one factors , but can they compete with an in-depth understanding of a companys business model or client-base?While playing devils advocate or gnashing your knuckles over the right decision in the hiring process may seem an attractive distraction, at Simply Hired weve got plenty of real-world advice and analysis when it comes to whether to promote from within or hire from without. Read on to delve into our six top factors that will help shape both your decision-making process and hiring culture for years to come.1. Company KnowledgeOften referred to alternatively as corporate culture, intimate knowledge of how your company does business and who the clients and contacts are is invaluable when it comes to employee contributions. Internal candidates are obviously going to have the leg up on external contacts in this category. That being said, dont throw the baby out with the bathwater by dismissing someone who doesnt have the inside track on the way your company does business.Idiosyncrasies and th e details of the ways accounts prefer to operate is a huge plus factor when shuffling vacant job listings. If you have a solid employee pool on the ground, however, this is often information that can easily be taught. Consider whether your interviewee can pick up on the expertise of his peers and superiors quickly in order to get up to speed. If so, a newbie may have the character traits that can level the playing field on the experience front.2. Domain-Specific ExperienceWhen you hear the word domain you may have a web-ified view of some kind of url hashtag designed to trip up even the least tongue-tied and internet savvy tech users. When it comes to finding employable candidates, however, the term has entirely other connotations. Instead of considering whether a candidate is originating internally versus externally, instead try to quantify their experience and exposure to the given industry, or domain. These characteristics can often help level the playing field between disparate job titles and even across industries all of which are a huge help when it comes time to choose the exact right candidate for that single available job position.3. Abilities and InterestsJust as looking at an individual candidates experience in a certain domain, its also important to evaluate their overall abilities and professional interests when deciding whether to bring them up internally or introduce a new outside employee to the pool. One of the biggest factors that employers look to when deciding to hire outside an organization is the perception that there is no one at the company currently who has the correct job title or background. Before jumping to that conclusion, hiring managers would be well served by taking a fresh look at your current menschlich assets.Perhaps that candidate is currently working in HR but has expressed a strong desire to make the switch to business management. Maybe another employee started in a low-level job position but has constantly excelled or ha s undertaken self-study in order to develop a stronger skill set. It can often be difficult to identify these hidden skills and abilities right off the bat. Its important, therefore, to take regular inventory of your employees abilities, preferably via the annual review and evaluation cycle. Detailed notes or even a self-evaluation asking the candidate to identify where theyd like to go or what they may be interested in can be useful for helping match the right job with the right internal candidate as new positions become available.4. Personality TraitsAs many employers have learned at least once the hard way, personality is often the make or break characteristic when it comes to an individual employees long term success. The brightest and most talented worker can often be tripped up by a poor attitude or an inability to stay on task. Likewise, sometimes it makes sense to keep on a less capable employee due to the contributions they make to team or company morale.Take stock of perso nality factors when deciding whether to promote from within or hire from the outside. Does the dynamic of your current workgroup kooperation the introduction of a new person or are there personality clashes within the team? Depending on your particular circumstances, it may make sense to maintain the current personality mix or add in or swap members in order to correct issues.5. SalarySure, wed all like to live in a world where money wasnt a factor. The truth of the matter, though, is that individual employee compensation is a large part of a business bottom line. If you have an existing employee that may be a good fit for the position, consider whether their current salary leaves room for promotion. External candidates will often have considerations and expenses when moving jobs. Because of this the average salary for an external hire can often by 18-20% higher than doing an internal shuffle. Finally, internal candidates can often be offered soft benefits such as additional time of f, flexible working schedules, or additional responsibilities in lieu of a bigger salary bump.6. Onboarding TimeThe final factor to consider when deciding whether an internal or external hire is right for you is the complexity of the position and the amount of time and resources required for training. For internal hires that are already familiar with the corporate culture, there will be fewer resources needed to onboard and get them up and running in the position. From the basic first day and week policies and procedures training to learning about the corporate culture, employees promoted from within will often be ready to hit the ground running on day one. There will be little to none of the voreingestellt acclimations and as an employer, youll already have a good grasp on how the employee works and what encourages them to put in the extra effort.Hopefully, our list of six factors has provided useful information to help ease some of the burdens of your next major hiring decision. T hink we missed something major? Drop us a line and share with other Simply Hired readers your thoughts on the hire from within or without debate.

How to Turn a Summer Internship Into a Fall Job

How to Turn a Summer Internship Into a Fall JobHow to Turn a Summer Internship Into a Fall JobOutside of a full-time offer at the best firm in the perfect location, getting the internship is the post-college dream, offering a chance to settle in for a summer internship, love your coworkers and score a full-time offer before the fall. Boom your time welches an investment in a real job opportunity. Unfortunately, the fine print is true. Theres no guarantee your internship will turn into a full-time job when the internship is over. However, if you go into your internship with the right mindset you can position yourself to be the best pick if an opening does come up. If I were starting an internship today, heres what Id do to give myself the best chance of turning it into a full-time job Identify and collect metricsThis career advice comes from my father who had a military and civilian employee experience spanning 40 successful years. Whatever youre doing, he said to his daughter with a new English degree, Find something you can track and track it. At the end of a given period of time, youll have metrics that prove you were there.This advice can be difficult for careers we consider softer, like writing, management, and customer service. However, no matter what you do you can find something you can track. For example, as a writer or editor you can use your writing software to track how many edits you receive for a given assignment then work hard to have that number go down over your time on the job. As a project manager or account manager you could track customer complaints or feedback each week and take action to have those numbers reduced. Whatever metric you choose to track will help you show you had an impact in your workplace and improved individually over time. Validate the ongoing need for your positionCompanies dont just hire for a new position because youre nice and they want to keep you. There needs to be a quantifiable reason to have your position. In rea lity, validating the need for that position is rarely something youll have input in. However, you can use the metrics you collected in your review session to show your manager the value of the work youve been doing. And even if you dont save your internship job, you may show that you would do great in another position.Make friends a first priorityYou took the internship for the opportunity to build your skills and get a great bullet point on your resume. But who you meet in your internship can have a powerful impact on your career. Before you head into your internship, expand your expectations to focus on making friends and building your network. Be on the lookout for a potential mentor or coworkers who will be able to connect you with other companies hiring in your field. Networking in an internship doesnt require access to the C-Suite. Even if you dont think you can use someones connection, be friendly. Find common interests, support others and practice your conversational skills. Show youre a good culture fit and that people like you and youll be a much more enticing choice if a position does open up. Getting a full-time offer after an internship is almost never a guarantee. But you can improve your chances of being considered for a job by crafting an experience that makes you a shoe-in for a full-time opportunity elsewhere. Use these tips to give yourself the best chance of turning your summer internship into a fall job.

How to fine tune emotional intelligence to get ahead

How to fine tune emotional intelligence to get aheadHow to fine tune emotional intelligence to get aheadEmotional intelligence or EQ a buzz-word that was coined in the 90s, is still regularly explored by academics and psychologists today. Based on self-awareness and empathy, EQ is recognized as an important personal and professional quality, but few truly understand how to enhance it or leverage its benefits.Like training for a sport or learning an instrument, EQ can be developed at any age and better yet, it can be strengthened, conditioned and fine-tuned.Defining EQEmotional intelligence is the ability to identify, manage and express yur own emotions and the emotions of others. A great place to see EQ in action is in the world of music. When artists play and perform they need to be in tune with those around them, including their fellow band members and the audience. The most successful bands are made up of artists that not only master their own craft but have an ear for what oth ers are expressing anticipating the emotional highs and lows, the flow and pace of a performance.VH1 made a personenname for itself documenting music legends shredding each other apart in Behind The Music a series that might have been more appropriately called Epic Music EQ Failures. Rivalries, jealousies and the furies of fame always seemed to get in the way and drowned out the music.On the flip side, if you look at bands with longevity U2 or Pearl Jam you see musicians with heightened self-awareness and a greater aptitude for harnessing their emotions. It was remarkable to me to see Pearl Jams acceptance speech at the Rock Roll Hall of Fame induction ceremony as the band thanked all of the people who helped propel and sustain them.Understanding EQIn order to build emotional intelligence, we first must understand why it really matters both in ur own lives and to those we care about.Consider the role of EQ in business. The authors of Emotional Intelligence 2.0 point outEQ driv es more than half of our job performancePeople with high EQ make almost $30,000 more each year than their lower EQ counterparts90% of top performers in business, sports, and the arts have high EQGood leadership is at times subjective, but a common thread is an ability to assess and take bold risks. EQ is an essential tool in calculating the risks worth taking. In his seminal book on EQ What Makes a Leader, Daniel Goleman notes 5 EQ key qualities Self-awareness, Self-Regulation, Social Skill, Empathy, Motivation.The capacity to be aware of and express emotions is the oldest and arguably the most effective mode of communication.Enhancing EQSo, how do we get there?Locate the source. While IQ resides in our brains, which trigger our thoughts, EQ lives in our limbic system, which triggers our feelings. The danger is that feelings fire quicker than thoughts. Just as we can train our brain, we must take hold and direct our emotions.Exercise emotional restraint. At the center of EQ is sel f-control. Exposure to different cultures through diverse relationships and international business assignments will build understanding and will fine-tune control and emotional restraint.Observe, listen and empathize. Buddhists remind us that like our arms and legs, eyes and ears, our emotions are key parts of who we are, of what we become and are central to the life we build. Weve all met people who seem eternally happy or perpetually sad. We learn whos easy to incite and who shows restraint. Observing, listening and empathizing are important skills that allow us to adapt, connect and influence, to build more effective and, I would argue, more fulfilling relationships.Embracing EQEQ is not just about job performance its a life skill that can enhance all our personal interactions.As we grow and add more complexity to our lives, or our companies, industries, and markets, intelligence becomes more instinctual and therefore soft skills play an even bigger role. Imagine the partnerships we could forge, the songs we could write, the creativity and collaboration we could unlock, just by increasing our EQ. Not because were smarter, stronger or more talented, but because weve trained our emotions to check with our brains first to understand before we act.The world is loaded with self-help books and websites that offer EQ building techniques. Ive developed my own EQ enough to know not to tell you which is best for you. Only to promise that its worth your search.Dinesh Paliwal is president and chief executive officer of HARMAN, a wholly-owned subsidiary of Samsung Electronics Co., Ltd.