Hello, Small clarification, will there be different assessment procedures for internal promotions and recruiting from external sources? Is yes, can you please indicate the differences?
From India, Chennai
Acknowledge(0)
Amend(0)
From India, Chennai
Acknowledge(0)Amend(0)
Assessment Centers for Recruitment and Internal Promotion
Assessment centers for recruitment and internal promotion have different outcomes or purposes. Generally speaking, the activities for promotion can include information that is more specific to the organization.
If you are assessing for promotion to management, first decide on the competencies you expect the candidate to demonstrate. For example, let's say one of them is problem-solving. Define the competency specifically and create a list of indicators—behaviors that can be observed.
Let's say one of the indicators is "considers a range of alternatives when suggesting a solution, including new or novel methods or procedures."
Now you can create a case study of a typical problem in your organization. You can include jargon or examples that only an internal employee would know, whereas with an external candidate, your case study would have to be generic in content.
Furthermore, your final assessment matrix is likely to be different.
Assessment Matrix for Internal Candidates
Perhaps your matrix for assessing an internal candidate would include something like this:
- Assessment center activities (e.g., case study, role-play, personality profile) 50%
- Performance reviews for the last 2 years 20%
- Record of continued educational or skills enhancements 20%
- Department head recommendation 10%
Assessment for Recruitment
When assessing for recruitment, you don't have these elements, or you may be using tools (like PRISM brain mapping) to screen out candidates that don't fit, and then do an interview and a role play, for example.
Factors Determining Assessment Procedures
In essence, what you do in assessment is determined by many factors:
- Goal of the assessment
- Budget
- Number of people to be assessed
- Criticality of the role
- Management philosophy toward assessment
Hope that helps you.
From United Arab Emirates, Dubai
Acknowledge(3)Amend(0)
7Assessment centers for recruitment and internal promotion have different outcomes or purposes. Generally speaking, the activities for promotion can include information that is more specific to the organization.
If you are assessing for promotion to management, first decide on the competencies you expect the candidate to demonstrate. For example, let's say one of them is problem-solving. Define the competency specifically and create a list of indicators—behaviors that can be observed.
Let's say one of the indicators is "considers a range of alternatives when suggesting a solution, including new or novel methods or procedures."
Now you can create a case study of a typical problem in your organization. You can include jargon or examples that only an internal employee would know, whereas with an external candidate, your case study would have to be generic in content.
Furthermore, your final assessment matrix is likely to be different.
Assessment Matrix for Internal Candidates
Perhaps your matrix for assessing an internal candidate would include something like this:
- Assessment center activities (e.g., case study, role-play, personality profile) 50%
- Performance reviews for the last 2 years 20%
- Record of continued educational or skills enhancements 20%
- Department head recommendation 10%
Assessment for Recruitment
When assessing for recruitment, you don't have these elements, or you may be using tools (like PRISM brain mapping) to screen out candidates that don't fit, and then do an interview and a role play, for example.
Factors Determining Assessment Procedures
In essence, what you do in assessment is determined by many factors:
- Goal of the assessment
- Budget
- Number of people to be assessed
- Criticality of the role
- Management philosophy toward assessment
Hope that helps you.
From United Arab Emirates, Dubai
Acknowledge(3)Amend(0)
Assessment Procedures for Internal Promotions vs. External Recruitment
In the case of internal promotion, you are assessing a candidate who is already known to you. You have their record of previous years' performance, a proven record of their skills, and knowledge. Normally, weights are assigned to these factors. The panel thus need not do any further assessment on these parameters. The panel also need not assess them in terms of culture fit as they have been with the organization. The interview panel needs only to assess them for their potential to shoulder higher responsibilities.
In the case of recruitment from outside, the panel needs to assess them in areas of knowledge, skills, and traits to ascertain their job fit. They also need to do some assessment of their ethical and value system to ascertain their culture fit.
Regards,
B. Saikumar
HR & Labour Law Advisor
Mumbai
From India, Mumbai
Acknowledge(1)Amend(0)
In the case of internal promotion, you are assessing a candidate who is already known to you. You have their record of previous years' performance, a proven record of their skills, and knowledge. Normally, weights are assigned to these factors. The panel thus need not do any further assessment on these parameters. The panel also need not assess them in terms of culture fit as they have been with the organization. The interview panel needs only to assess them for their potential to shoulder higher responsibilities.
In the case of recruitment from outside, the panel needs to assess them in areas of knowledge, skills, and traits to ascertain their job fit. They also need to do some assessment of their ethical and value system to ascertain their culture fit.
Regards,
B. Saikumar
HR & Labour Law Advisor
Mumbai
From India, Mumbai
Acknowledge(1)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
BEST RECRUITMENT STRATEGIES.doc
BEST RECRUITMENT STRATEGIES.pdf