The Equitable Hiring Model..

1. Are points like “Transparency”, “Better Career Paths”, “Trust”, “Honesty”, “Career progressions” being regularly raised as part of your team or organizational meetings
2. Is there unease among employees where they feel enough opportunities are not being created by their management for them?
3. Is there a constant underlying belief amongst employees that there is lack of transparency in the hiring decisions across the organization??

If the answer to all the above questions is a “YES”, then this article is just for you.

The implementation of the “Internal Job Posting” methodology of hiring talent in most large organizations today (though difficult to prove) induces a lack of transparency into the overall hiring process. It is often plagued by allegations of bias and pre-fixing of candidates by internal applicants there by leading to distrust and dissent.

Enter "Sam's Model of Hiring" - My approach to hiring is based on the simple concept of stating “Intent” by the hiring manager/department which is made visible to the applicants. The intent communicates the reason for the hiring alongside where they stand in terms of preference in the overall process. Once the “Intent” is clear the model provides visual guidance to its applicants thereby bringing in the transparency needed for a candidate to see that the hiring is free from bias and that it gives them a fair chance to succeed.

The process has been designed in a way which not only focuses on talent retention there by retaining knowledge but also on the infusion of new talent to bridge an existing skill gap. Ref to the image below.

The “Retention” path is designed to retain internal talent and is best chosen where the primary intent is to create growth opportunities whilst maintaining business continuity e.g., a scenario a person critical to a business process resigns owing to better opportunities outside or inside the organization or not being happy with their current role thereby opening the doors for potential operational disruption.

The “Infusion” path is designed to bring in external talent and should be chosen in scenarios where a particular skill and its associated leadership is unavailable within the team/department which has advertised the role or in circumstances where the retention path did not yield a successful candidate.

In case you are interested in the detailed process please reach out to me and I would be delighted to share.

For this model to work effectively, all the hiring managers should mandatorily undergo a briefing session to better understand the model and what it proposes as "Intent".

Some of the advantages of this process include:

1.????Increased level of trust and transparency in the process along with a higher sense of inclusion for applicants.

2.????Removal/reduction of bias in the feedback and selection process.

3.????Skill and talent retention.

4.????Higher number growth opportunities for individuals.

5.????Further incentivization of talent development programs.

Drop me an email at [email protected] to get a copy of the paper and feel free to share your thoughts in the comments section.