http://www.ere.net/2008/11/10/succession-planning-why-recruiting-needs-to-focus-on-internal-movement-part-2-of-2/ Recruiting News, Recruiting Events, Recruiting Community, Social Recruiting Sat, 21 Nov 2009 23:35:23 -0500 http://wordpress.org/?v=2.8.4 hourly 1 http://www.ere.net/2008/11/10/succession-planning-why-recruiting-needs-to-focus-on-internal-movement-part-2-of-2/comment-page-1/#comment-8808 Square Pegs and Round Holes : ERE.net Wed, 26 Nov 2008 10:59:23 +0000 http://www.ere.net/?p=4789#comment-8808 [...] idea of redirecting recruiters toward internal movement and succession planning seems like a good one, but I’m afraid it is another dead-end recruiting street unless some [...] [...] idea of redirecting recruiters toward internal movement and succession planning seems like a good one, but I’m afraid it is another dead-end recruiting street unless some [...]

]]> http://www.ere.net/2008/11/10/succession-planning-why-recruiting-needs-to-focus-on-internal-movement-part-2-of-2/comment-page-1/#comment-8548 Dorothy C. Beach MBA CIR Tue, 11 Nov 2008 19:58:59 +0000 http://www.ere.net/?p=4789#comment-8548 CedarCrestone has recent research citing the inward-looking trend of corporations which bears out your article. It is interesting that you have asked recruiters to become involved with succession planning for it is my experience that they do not get bonus compensation for developing internal candidates. It would be progressive to think that a recruiter's role is to have their own network of internal employees that watch their posts for the function they represent and apply for the open position. Then the recruiter, in finding that a particular employee has the right skill set and experience to move into that open position, will work with the hiring manager to get him/her transferred. Yet, pay structure would not compensate for this very time consuming task and at the same time meet quota for placing external candidates. What would the recruiter role look like then? CedarCrestone has recent research citing the inward-looking trend of corporations which bears out your article. It is interesting that you have asked recruiters to become involved with succession planning for it is my experience that they do not get bonus compensation for developing internal candidates. It would be progressive to think that a recruiter’s role is to have their own network of internal employees that watch their posts for the function they represent and apply for the open position. Then the recruiter, in finding that a particular employee has the right skill set and experience to move into that open position, will work with the hiring manager to get him/her transferred. Yet, pay structure would not compensate for this very time consuming task and at the same time meet quota for placing external candidates. What would the recruiter role look like then?

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