This lesson addresses the challenges and common pitfalls in internal recruitment, highlighting how biases and improper criteria often lead to less diversity and missed opportunities. A 2022 study reveals the disparities in promotion rates between genders and racial groups, demonstrating systemic issues in talent recognition and development. We advocates for thoughtful consideration beyond mere tenure or current performance in role advancements, stressing the importance of fair and open internal recruitment processes. By encouraging a broad application pool and focusing on genuine role suitability, organisations can enhance diversity and retain talent more effectively.

This lesson discusses the consequences of failing an internal recruitment process, emphasising the importance of proper criteria selection. A suboptimal hire can lead to lower team performance, decreased engagement, and a misfit between the employee's natural tendencies and the role requirements. Additionally, such failures reduce workplace diversity, limit role models, and can damage the organisation's reputation regarding fairness in promotions. The session highlights the ripple effects on employee morale and the overall risk of losing talent, underscoring the need to invest in thorough internal recruitmwnt processes.

This section outlines what makes up a successful internal recruitment process, emphasising the importance of mirroring the rigour and steps of external hiring while enhancing transparency and candidate experience. We discuss the need for clear communication about role expectations and the unique opportunity to provide candidates with valuable feedback, including debriefing on assessment results and coaching.

These practises not only enrich the process but also ensure that all participants, regardless of the outcome, gain from the experience, thereby fostering a positive perception of the internal recruitment process.

This lesson details the essential first step in successful internal recruitment: creating an objective job description. The process begins by defining clear and unbiased criteria for the role, crucial for both transparency and fairness. The description should focus solely on the role's requirements without being influenced by potential candidates already known within the organisation. Using Alva's "iceberg metaphor" illustrates the importance of considering both visible skills and underlying qualities, such as readiness and potential, to ensure candidates are truly suited for the role, especially when it comes to leadership positions.

This lesson outlines the essential components of a structured internal recruitment process. It emphasises the importance of defining clear objectives for each recruitment activity and selecting methods proven to predict job performance. The process should begin with an open application phase to ensure a diverse candidate pool. Integrating psychometric assessments early in the process allows for an objective evaluation of potential, focusing on personality traits and cognitive abilities. The use of structured interviews assesses candidates' readiness, making sure a thorough evaluation of both potential and experience. We recommend using concrete scenarios in assessments to simulate real job challenges, providing a holistic view of each candidate's capabilities.

Step three of the internal recruitment process focuses on fair evaluation, ensuring transparency and justification of hiring decisions. This step is vital for maintaining trust within the company, as employees need to understand why certain hiring decisions were made. Using data-driven methods and combining assessments properly is crucial to achieving an objective outcome. The Alva platform can automate this process, ensuring fairness. Additionally, providing feedback and coaching to all candidates involved helps them understand their results, whether they were selected for the role or not, reinforcing the objectivity and integrity of the process.

The section explains how the Alva platform supports internal recruitment processes with its various features. Alva's psychometric assessments, including personality and logical ability tests, evaluate candidate potential. Alva's structured interview offers predefined questions and scoring anchors to assess readiness effectively. We also provides tools like the team fit function, which helps compare candidates against current team dynamics, and candid reports that offer detailed feedback to candidates. These features ensure a data-driven, transparent selection process, enhancing both candidate and team dynamics.

The final step is debriefing and coaching, is crucial for providing candidates with insights and growth opportunities, regardless of the outcome. Debriefing sessions are ideally held towards the end of the hiring process, allowing a thorough discussion of the candidates' performance and potential areas for improvement. These sessions focus on giving candidates a detailed understanding of their strengths and challenges, based on personality and capability assessments, enhancing their future job suitability. By engaging in structured feedback, the process not only clarifies decisions but also fosters candidate development and retention by showing investment in their professional growth.