More Common Sense

Most companies or associations use a standard two-pronged approach to surfacing candidates to fill positions. It is not “rocket science.” The company posts the position “in-house,” meaning to the existing employee pool, and/or the company “posts” the position to the outside world via various electronic and, perhaps, print methods. Most associations or companies have an internal job posting procedure managed by the human resources department. When it comes to posting a position outside the company, there are lots of electronic options available. Some companies still place an ad in the newspaper, which I realize is considered antiquated, but this happens and still can be effective. Almost all companies today, with few exceptions, have their own website with an employment section. These sites provide employment information and application procedures for positions posted. The website should also provide information regarding the company itself which is beneficial to existing and potential employees. One of the challenges that comes with first posting a position to the “outside” and not posting internally can be dealing with the morale of existing employees. Obviously, if there are no qualified existing employees then those challenges regarding the company “going outside” to hire someone should be minimal. However, employee morale will be much higher if the internal posting process is considered first if there could be existing employees who qualify to fill the position. This is true, especially if the position is considered a promotion position. Of course, this is not so much the case with entry level positions. Put yourself in the position of existing employees, especially those that consider themselves qualified for the posted position. Should the position be posted internally and no acceptable candidate is surfaced, then the company should proceed to post the job to the outside world. But, from an employee morale and motivation standpoint, there is real value for the company to first look internally at the existing employee pool to see if qualified candidates are available. I believe most companies already do this or I hope they do. When an internal employee is promoted (if viable) it provides a great lift and motivation for that employee, of course, but also for the overall employee population. This action sends a clear message from upper management that they have confidence in the current employees and consider them extremely valuable. The most valuable assets of any association or company are its leaders and employees. Of course, as always, when there is competition between existing employees for a promotion position, there will be disappointed employees. In my experience, even employees who went through the interview process but did not successfully secure the position usually (not always) later have some appreciation for the fact that they were part of the interview process and considered prior to outside candidates. The amazing technology of today’s world makes surfacing outside candidates a global activity and process. The application process is immediate as soon as an internal or external candidate can complete whatever materials are required and “push the send button.” Because of technology, several companies have dramatically changed application procedures. For example, for many companies the process now involves an application video as opposed to, or in addition to, a letter of application and a resume. This is not something I have a problem with, and I feel there can be value to the video component process of an online employment application. However, I also feel there is great continuing value in requiring a candidate to submit a resume and a letter of application. As a matter of fact, my continuing recommendation is for this to be done as part of the application process regardless of whatever else may be required. This provides the employer a look at the formal resume and writing skills of the candidate. If a company is not comfortable with the video application process for any variety of reasons this can be stopped; however, I do understand that video is becoming a more popular part of the digital on-line application process. The point is whatever electronic process is used to facilitate the application, it is still my recommendation that an application form of some type be utilized and the candidate be required to submit a resume with a letter of application. These materials can be electronically transferred or sent via conventional “snail” mail. These processes are important because, while we have amazing communication advantages exist today beyond anything previous generations dreamed, it is still very important for people to possess the ability to communicate effectively both orally and through writing.