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Consider hiring from within when an employee resigns

by , 13 February 2013
Pope Benedict has surprised the world by resigning from his post due to old age. The last pope known to have resigned voluntarily was Celestine V in 1294, says the Irish Times. Now starts the lengthy 'recruitment' process. If you're faced with a similar situation, there are four benefits to 'hiring from within' by promoting an existing employee into the role instead of starting the recruitment process from scratch ...

The Vatican expects a successor to Pope Benedict XVI, who surprised the world by announcing his resignation on Monday, to be elected before the end of next month, says the Irish Times.

The resignation has sparked calls for the pope's successor to come from Africa, home to the world's fastest-growing population and the front line of key issues facing the Roman Catholic Church, says IOL News.

That would certainly help if the Vatican had employment equity quotas like we do here in South Africa.

How to ensure employment equity targets are met when an employee resigns

If you've had an employee resign, you'll know just how lengthy the recruitment process can be.
One of the issues you'll need to address when hiring your new employee is employment equity.
But you have to be clever about how you approach this since it's illegal to discriminate against anyone based on their age, race, sex or level of ability, writes the Labour Bulletin.

And hiring someone who meets your employment equity targets just to fill the role faster doesn't mean they'll have the required skillset to do the job properly.

One way to get the best successor is to try hire from within
 
The Business2Community website suggests four benefits of promoting instead of hiring:
 
1. It's less expensive to promote employees into an empty role than to recruit from scratch, as it often costs as much as half-a-year's salary to recruit just one employee.
 
2. Current employees have already demonstrated that they're loyal to your company's cause and mission and less likely to resign after a few months.
 
3. When you promote a current employee, he or she is already familiar with your company's goals and a majority of the tasks associated with success, saving you immense training costs.
 
4. Choosing someone from the outside can upset the corporate culture, leading to breakdowns in team cohesion and efficiency. Your existing employee is likely already a good fit.
 
Hiring from within is a great way to ensure a high-powered role is filled faster, giving you more time to replace the newly promoted employee with someone from outside who meets yourcompany's employment equity targets.



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