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center of excellence by Is Your Next Hire Hiding in Plain Sight? HR’s Guide to Internal Recruiting What’s Inside: THE PROS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6 THE CONS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8 THREE GOLDEN RULES . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9 Rule #1: Don’t Wait for Employees to Apply. . . . . . . . . . . . . . . . . . . . . . . .10 Sample OKR. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .13 Rule #2: Plan for Talent Needs. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .14 Sample OKR. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .17 Sample OKR. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .21 ABOUT PAYCOR . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .23 Executive Summary EXECUTIVE SUMMARY If every unemployed person in the country found a job, we would still have 4 million open jobs (U.S. Chamber of Commerce). Where can growing businesses find workers? 75% of recruiters say internal recruiting will play a major role in talent acquisition in the next 5 years (LinkedIn). Internal recruiting drives retention and saves time and money. But it can also lead to stagnation and jealousy. To succeed, HR leaders should:

opportunities, building career paths, and holding frequent one-on-ones between managers and direct reports.

online assessments of hard and soft skills, ongoing analysis of market and industry trends, and a focus on building internal talent pipelines.

driven culture with 9-box talent reviews and inter- departmental collaboration. EXECUTIVE SUMMARY Sample action plans and OKRs inside