I'm interning with a large group of companies and they launched the internal job posting policy for managerial positions in 2015. Since then they have received a very low response. For every job opening, there are 0-5 applicants only and most of the times no applicants. I'm assigned the task of identifying the reasons for low response. Can anyone suggest me how to go about this task and possible reasons for low response?
Some obvious reasons are employees don't want to relocate, some not interested in the job openings, some satisfied with their jobs.
However, there seems to be some other reason beyond this. As the company is really huge, a healthy response is expected from the employees. At least 5 applicants per vacancy is expected. Can anyone help me with this?

From India, Delhi

Get Dual Certificates from IIM Shillong and SHRM →
Promoted: IIM Shillong - PG Certification in Human Resource Management (Explore Course)
Dear NB_Student,

What is the nature of your industry? Is it that the group has companies from various industries? What is your designation? Will you do this study alone or you will assist some senior?

Reasons for poor response to the internal job vacancies could be many. However, poor response is reflection of your company's culture. You need to find out whether there is absolutely uniform culture across the group or sub-group plays it's own tune? If it is so then person working in some other sub-group may not like to take risk. He/she would prefer status quo.

MNCs in particularly American MNCs, have strived for bringing uniformity in their culture. Take the case of GE. Be it GE Medical or GE Power or some other SBU, GE has uniform culture in toto. This helps GE to transfer a person from one continent to another, one SBU to another.

The second reason could be lack of job rotation. You may promote job rotation within the SBU itself. Probably Managers in your company have institutionalised with certain way of working. Now they do not want to change this mental alignment.

The third reason could be lack of career consciousness. Do managers have die-hard ambition to grow to they prefer moderate growth?

One more reason could be lack of career planning. For how many managers career plan is made? If it is made then who has made it and on what parameters it is made?

To find out poor response to internal job vacancies, you need to take survey. You need to find out the reasons by asking few direct and few indirect questions.

Thanks,

Dinesh Divekar


From India, Bangalore

If you are knowledgeable about any fact, resource or experience related to this topic - please add your views using the reply box below. For articles and copyrighted material please only cite the original source link. Each contribution will make this page a resource useful for everyone.

Please Login To Add Reply →






About Us Advertise Contact Us Testimonials
Privacy Policy Disclaimer Terms Of Service

All rights reserved @ 2021 CiteHR.Comô

All Material Copyright And Trademarks Posted Held By Respective Owners.
Panel Selection For Threads Are Automated - Members Notified Via CiteMailer Server