The Concept In A Nutshell

Recruiting can broaden its strategic impact by hiring not-yet-promotable candidates (i.e., those who already meet 50% of the promotion criteria). If those recent hires continue developing, they will strengthen your talent pipeline and speed up internal movement/promotions. The only recruiting process change that will be needed is to assess each finalist on their ability to do “both this job and their next job” (i.e., their promotability within 18 months).

This recruiting strategy evaluates top candidates based on their potential for rapid advancement and their current qualifications, addressing the recruiting outcomes of the present while addressing future needs.

The Many Benefits Of Not-Yet-Promotable Recruiting

I call them “not-yet-promotable” (NYP) candidates because if they continue their development within 18 months, they will likely be eligible for a promotion. Some of the benefits that these new-hires will add to your team include:

• You will build your bench strength faster – by already being more than halfway qualified for promotion. These NYPs increase the size of your team’s talent pipeline for higher grade and leadership positions. And with half of the qualifications under their belt. They can obviously move into that next job much faster than employees who start their development from scratch.

• Internal replacements will fit and get up to speed quickly – when a “next level up” position is filled internally. You can be assured that the candidate will “fit” your culture and your way of doing business. And because they have been working for your organization for at least a year. Their extensive knowledge of the company will mean that, unlike external hires, they will get up to your expected productivity level almost immediately
• More internal promotions will improve employee retention – because promotions and career movement are always near the top of employee concerns. Making employees aware that you proactively encourage internal promotions will directly improve future recruiting while simultaneously reducing new-hire turnover.
• There will be fewer development issues – a new-hire with only “this job” qualifications might take years before your development efforts could make them promotable. However, a NYP qualified employee will likely be able to add the remaining promotional qualifications in half the time. And with less development required, that will reduce your development costs and the risk of a development failure dramatically.
• NYPs will also help build leadership bench strength – if the next level-up job requires leadership skills. Whenever you hire a candidate who already has these leadership skills, you are increasing the size of the leadership development talent pool, which is critical in a rapidly growing organization.
• Their additional skills will allow a NYP to fill in work when needed – because the new-hire already has some advanced skills. In most cases, they will be able to “fill in” for other employees when needed.
• They will also provide team member support – because these new-hires have additional skills that most of their teammates don’t have. Each NYP will be able to coach and be a role model for other team members.

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