Recruiting
Licensed Internal Recruiter
When recruiting talent from within your organization, taking a talent acquisition approach to internal mobility helps to drive better processes, greater employee experience and higher retention. In this Learning Path, find out how to take best practice TA techniques and apply them to internal recruiting, as well as how to build better teams.
Skills
Use Case
Presenters Presented By
Holly Fawcett
SocialTalent Expert
Holly’s extensive experience working with global TA leaders has shaped how the world’s leading enterprises achieve hiring maturity. Her experience in this space is unparalleled, making her one of the most sought-after advisors on talent maturity and transformation in the world.
John Vlastelica
SocialTalent Expert
John Vlastelica draws from over 20 years of recruiting experience, including almost 10 years as a corporate recruiting leader. He was the Head of Recruiting for Expedia, Head of Tech Recruiting for Amazon.com, and a hands-on recruiter and engineering recruiting leader for two start-up divisions of McCaw/AT&T Wireless. In 2005, he started Recruiting Toolbox to help other companies improve their in-house recruiting capabilities.
Moia Rowsome
SocialTalent Expert
SocialTalent is so proud to have Moia within our faculty of industry experts. A celebrated thought-leader, their practical training is designed to ensure that every learner is engaged, informed, and has that lightbulb moment!
Learning Outcomes
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By the end of the Learning Path you will be able to:
Implement a strategic talent acquisition approach to internal mobility, promoting employee engagement, growth opportunities, and effective staffing of key departments.
Develop and execute campaigns to generate interest in various roles within the organization, using best practices from external talent acquisition to enhance the internal recruitment process.
Foster a more diverse and inclusive work environment by identifying and addressing barriers in traditional eligibility criteria, promoting the best candidates for internal roles regardless of their background.
Enhance employee experience by providing constructive, developmentally focused feedback to internal candidates post-interview, and effectively manage the decline process for unsuccessful candidates.
Missions in this Learning Path
Most often, internal mobility is not managed strategically as a method of staffing and resourcing key departments, but to manage and oversee promotions, leadership training, HiPo programs etc. Companies who develop campaigns for internal mobility are few and far between, but we could learn from the Talent Acquisition playbook in generating interest in different roles in the company, re-engage employees, and provide fresh oxygen in the form of a new challenge and learning opportunity to talented individuals in the company.
Internal candidates deserve more feedback post-interview, especially if they didn't get the job. How do you as a recruiter or hiring manager, ensure internals get the feedback they need to further develop, while also feeling good about the whole experience even if they didn't get the job? There are big risks to treating your company's employees poorly post-interview, so in this mission, John Vlastelica, founder of Recruiting Toolbox, will share best practices for delivering post-interview feedback that helps the candidate develop and also helps you and your company retain strong internal talent that's seeking a new role.
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