Soundbites March 2016
18 February 2016
“How can an organisation balance internal and external recruitment to ensure staff progression but also bring in new ideas and skills?”
Mon, 22 Feb 2016
Deputy director, Cabinet Office, and former Network Rail head of resourcing and GSK interim HR consultant
“There is no right or wrong answer, but there is a right approach based on 1) knowledge of your existing workforce and 2) strategy, the future of the organisation. These two factors, and balancing them, come together to form a strategic workforce plan. Internal hires are generally easier to retain, usually have a lower cost, get up to speed quicker and often display a loyalty with the organisation. External hiring will bring fresh thinking, quick upskilling and, if diversity is high on the agenda, can allow you to impact the make-up of the existing workforce. The key message is that it should be underpinned by intelligence and data, and be clearly called out in the strategic workforce plan.”
Rob Browett
Managing director, TeacherActive
“Most of our staff came to us with no experience. In recruitment, it’s people’s innate skills that really make a difference. Any sensible management team has to be finely tuned to new ideas and changes in the market but keep the focus on developing the talent they already have on board. Taking on someone with recruitment experience — and not just from within your own sector — can, and should, add new perspectives and some healthy self-reflection, but it needs to be part of a wider ongoing conversation about direction.”
Barrie Sanderson
MD, Pure Search
“The key is strategic planning. There’s two sides to this; the first is developing existing staff. It increases performance and sends a positive message. The second is a hiring strategy that plans where new roles will emerge in line with business growth — that’s where the opportunity lies to bring in new ideas and skills. Employees shouldn’t see external hires as a threat, but a complementary addition that will drive success. A solid talent pipeline alongside a measured external recruitment strategy will preserve high retention, improve company attractiveness and, ultimately, mean that recruitment is proactive not reactive.”
FROM MARCH 2016'S RECRUITER MAGAZINE
Deputy director, Cabinet Office, and former Network Rail head of resourcing and GSK interim HR consultant
“There is no right or wrong answer, but there is a right approach based on 1) knowledge of your existing workforce and 2) strategy, the future of the organisation. These two factors, and balancing them, come together to form a strategic workforce plan. Internal hires are generally easier to retain, usually have a lower cost, get up to speed quicker and often display a loyalty with the organisation. External hiring will bring fresh thinking, quick upskilling and, if diversity is high on the agenda, can allow you to impact the make-up of the existing workforce. The key message is that it should be underpinned by intelligence and data, and be clearly called out in the strategic workforce plan.”
Rob Browett
Managing director, TeacherActive
“Most of our staff came to us with no experience. In recruitment, it’s people’s innate skills that really make a difference. Any sensible management team has to be finely tuned to new ideas and changes in the market but keep the focus on developing the talent they already have on board. Taking on someone with recruitment experience — and not just from within your own sector — can, and should, add new perspectives and some healthy self-reflection, but it needs to be part of a wider ongoing conversation about direction.”
Barrie Sanderson
MD, Pure Search
“The key is strategic planning. There’s two sides to this; the first is developing existing staff. It increases performance and sends a positive message. The second is a hiring strategy that plans where new roles will emerge in line with business growth — that’s where the opportunity lies to bring in new ideas and skills. Employees shouldn’t see external hires as a threat, but a complementary addition that will drive success. A solid talent pipeline alongside a measured external recruitment strategy will preserve high retention, improve company attractiveness and, ultimately, mean that recruitment is proactive not reactive.”
