Internal Screening: Part Three of a Five-Part Recruiting Series

This is part three of our five-part series about effective recruiting in a candidate driven market.

By: Edna Nakamoto and Jessica Barrett

In part two of our five-part series on recruiting, we took a look at resources, strategies and processes. We’ve already briefly touched on the topic of internal screening, but today, we’re going to further unpack this important topic.

All too often, as soon as an employee gives notice that they are leaving, organizations quickly post the open role to fill the vacancy as soon as possible. It’s a natural reaction as losing someone means lost productivity, lost revenue, and a heavier workload for their colleagues. However, taking a step back and examining your current talent pool may prove to be the best first option.

Why goal setting should be a key part of your company culture

We hear about company culture quite a bit. Open concept offices, flexible hours, on-site gyms and a casual dress code. These influence a culture, but at the end of the day, how are we truly defining company culture?
A culture is the values and practices shared by the members that make up the culture. Company culture is the values and practices shared by the members, or employees, of a company. When we’re speaking about values, or as some organizations refer to them – core values, it’s important to remember that these values are the key to shaping the culture of a company. When a company knows exactly what their values are, their culture is defined, and the organization is in a position to clearly outline their goals.

Why is this important? A company without clearly defined goals has no destination in mind. Rather, the individuals or small groups that make up the company each have their own goals, but aren’t sure whether or not they align with one another on their way to achieving the larger over-arching goals of the company. This is a dangerous place for an organization to be in, as they have no idea where they’re headed.