Vlog – Make Sure the Internal Candidate is Qualified

03/27/2017 01.48 EDT

In this episode of SSG's ongoing vlog series on topics of interest regarding executive search and recruitment, Sally Stetson provides some insight on our process for including internal candidates in a search assignment

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Managing Internal Candidates

10/06/2014 04.35 EDT

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Many of the searches we perform for clients include candidates already employed inside the client company who want to be considered for the position on which we are working.  Managing internal candidates can be tricky and sensitive, and it can have a large impact on how they feel about their employer after the search is done – regardless of whether they ended up in the job or not.   When we begin a search that includes internal candidates, the first thing we do is get an explicit agreement from our client on two things:   The object of the search is to end up with the most qualified person in the job.  This individual will have the highest likelihood for success in the role and will have the talent to make a strong contribution to the company. Any internal candidates who were considered for the role will feel positively about their experience at the end of the search, regardless of whether or not they ultimately got the job.   How can you achieve these dual objectives?  Here are five effective strategies that we have developed over the years:    Make sure you have a detailed, comprehensive and realistic job specification.  This document is going to be the bedrock for the search and the standard against which you evaluate all candidates – both internal and external.  At a minimum, it should include job responsibilities, required qualifications and critical competencies. When an internal candidate throws his or her hat...