Managing Internal Candidates: How do you prevent good employees from going bad when they don’t get the job?

Internal candidates are often left feeling overlooked if they are unsuccessful in their application for an advertised position, and can become a disruptive influence on others.

Earlier this week, I wrote about the pros and cons of hiring internal candidates. Today, I’d like to take a look at how to manage internal candidates when they’ve been unsuccessful in their application for an advertised position within the organisation, and how to prevent them from becoming disengaged and a distraction to your business operations.

When managing internal candidates through a recruitment process, it is not uncommon for them to be left with negative perceptions and feelings if they have been unsuccessful. Commonly, Mindset sees the following scenarios;

• Internal candidate may feel they’ve been overlooked, become disengaged and leave. Especially if they have been led to believe by management that they are being groomed for a position (and haven’t been or are not yet groomed enough).
• Unsuccessful internal candidates can “white ant” a new external appointment as they’ll often know the corporate weak spots and relationships to attack.
• Disengaged internal candidates will often become a disruptive influence on others, especially colleagues who may morally have supported them in their application.
• It can send a signal to the rest of the employees that can be interpreted by many as, “the company ignores us,” “we have no career path,” etc..

So, what processes do Mindset put in place to mitigate this?

• Most internal candidates will go through a full objective assessment of their suitability for the role.
• If they prove unsuccessful, the internal candidate is fully debriefed by a Mindset consultant as to why they didn’t get the role. This debrief is usually the start of coaching program, whereby Mindset will work with the candidate over a period of time, address identified issues and work with them so the next time a suitable role arises they will be better positioned to take advantage of the opportunity.
• Debriefing in this way provides relevant information to the candidate (rather than, “sorry we’ve given it to someone else”) and provides them with a positive message and support that will hopefully minimise potential disengagement.

BUT most importantly, the company’s management MUST support the new appointment if they are external. Likewise if an internal appointment is made, they must be supported through the transition into their new role, especially if they are managing former colleagues. Mindset’s coaching programs can also assist with this scenario.

Aaron Dodd
Director & Talent Practice Leader

———————————————————————————————-

Mindset are sourcing and selection specialists. Our consultants will work with you to source and attract the best talent for your organisation, retain your valuable employees and build a long lasting performance culture. Using tools and techniques such as talent mapping, executive search, role clarity exercises, social networks and psychometric assessments, Mindset locates, engages and nurtures critical talent for the future success of your organisation.

Contact us today for a confidential discussion on your talent and staffing requirements.