Will you promote a leader within the team or hire from outside? Why?
Rissy Miranda
61 replies
Let us know your thought on this. Thanks :)
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Manas Sharma@manas_sharma
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Promoting internally should always be the preference #1 — you want to build a culture where the team is motivated to grow and become better. But when you don't have the right skill already on the team for this new role, then you should look outside.
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@rissy_miranda Thanks so much. Will love to get your support on our launch. The link to the coming soon page is in my profile. 😇
I've always promoted within teams. That's a great way to get leaders who know how the sausage is made and are commited to the company's success long-term.
@aaron_arias salute to you, Sir! Surely you're gonna have loyal employees and leaders from one generation to the next! All the best :)
WorkHub
The decision to promote a leader from within the team or hire from outside will depend on the team's specific needs. Hiring from outside may be the best option if the team needs someone with a particular set of skills or experience. On the other hand, promoting a leader from within the team may be more beneficial if the team is looking for someone with prior knowledge of the team's culture and dynamics. Ultimately, the decision should be based on what is best for the team and what will best help them achieve their goals.
@qudsia_ali amazing thought! And 100% agree, that the decision is business driven.
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I will always promote them from within because he knows the team better than any outsider.
We should always strive to keep this process as follows:
1. Trust
2. Consistency
3. Knowledge
4. Communication
5. Professional Relationships
@vijay_singh_khatri well put! Though sometimes we need fresh blood to shaken things a little bit to start the growth and stop the mundanity :)
It depends - on the role and the qualifications of the person!
@arpan_011 ah yes. Promotion to leadership role sometimes can be very tricky. There are talents at have the people management skills, but lacks on the technical skills, and there are those opposite. Ultimately, we want to get the best of both worlds - which is definitely possible at a certain cost that is :)
AI Link Manager
- If the internal team member is ready for the next level, I will not shy away from promoting him/her. She already understands the company, culture, and values. It would be super easy for her to gain acceptance quickly.
- Sometimes you don't have the right talent internally. The only option is to hire externally at that point.
@gauravgoyal_gg great points! It boils down 1. Do I have people ready to take on the leadership role? 2. How far do I want the company to grow? :)
We can't avoid external hiring for leaders, but my preference is more on creating the leaders from the existing employees. This is one of my interview in which I talked about this point also: https://ideamensch.com/himanshu-...
Leader within the team
I think it is necessary to combine these two components whenever possible. To give impetus to internal employees to develop and strive for growth, as well as to attract "fresh blood" to the development of promising areas
For most needs, my preference has been to promote from within the team. And I have seen many grab the chance and deliver.
But sometimes, there is that new need where internally the right combination of skills and experience is not available. In such a case, we have to look outside. But as I said, the preference is to train, promote and handhold within
@kkumarkg @rissy_miranda this scenario doesn't have a Yes/No answer. Here are some things to consider when choosing a path:
☃️Experience and expertise: If a team member has the necessary experience and expertise in the relevant area, they may be a suitable candidate for promotion. Having a deep understanding of the team's work could make them great leaders. Alternatively, hiring someone from outside may be better if the team member doesn't have the experience or expertise. Someone with this skill set and knowledge is perfect for the job.
☃️Potential for growth: If a team member has demonstrated potential for growth and leadership, they may be a suitable candidate for promotion. Their work ethic, communication skills, and willingness to take on more responsibilities may be strong.
☃️Team dynamics: It's critical to consider the impact that promoting a team member or hiring someone from outside the organization will have on the team's dynamics. In cases where the promotion of a team member will disrupt the team's cohesion, it might be better to hire someone outside the organization. Alternatively, if the promotion of a team member will be viewed positively by the rest of the team, you might want to consider them for the job.
☃️Business needs: Ultimately, the decision to promote a team member or hire someone from outside the organization should be based on the needs of the business. Hiring someone from outside the organization may be more beneficial if the business needs someone with a particular skill set or expertise that a current team member doesn't have. However, if a current team member has the skills and would be a good fit for the job, they may be a good choice.
It's all about what's best for the team and the company. Hiring the right person can make a big difference from a growth perspective. The company will benefit from a team member with in-depth knowledge. Promoting the right employee will also strengthen the company culture and give them more motivation.
@ariel_orbach these are great points in deciding to promote or hire from outside the org. It's not really just a decision with a snap of a finger or when the management just feel like it. Coz ultimately, there should be a need for it and what are the business requirements :) Good thoughts, thanks for sharing :)
Landings
I would rather promote from within team than hire from outside. What people fail to understand that a rockstar in another company might not be a rockstar in yours. So, if there is someone who can be leader, I would rather train that person and promote them.
ClothingAI
To promote within team because they have more experience and have worked their way up. Also, it promotes for other employees to work harder in order to achieve the goals.
@benjamin_sloutsky most definitely. so long as the company provides opportunity for growth and there are employees that are qualified and willing to take on the role :)
There are pros and cons to both options, and the decision to promote a leader within the team or hire from outside will depend on a variety of factors, including the specific needs of the organization, the skills and experience of the candidates, and the overall goals and objectives of the team or company.
Promoting a leader from within the team can be beneficial because it can foster a sense of loyalty and commitment among team members, and it can also provide opportunities for professional development and growth within the organization. Additionally, promoting from within may allow the organization to tap into the knowledge, skills, and experience of existing team members, and it can also be a more cost-effective option.
On the other hand, hiring a leader from outside the organization can bring in fresh perspectives, new ideas, and diverse experiences, which can be valuable for the team or company. It can also be a good option if the organization is looking for someone with specific skills or expertise that may not be readily available within the existing team. However, hiring from outside can be more expensive and may take longer to onboard and integrate the new leader into the team or organization.
Ultimately, I always want to promote somebody in the team. But if he/she do not have management skills, I am okay with searching outside the company.
@janusz_mirowski ah very well articulated and covered both sides of the coin. Thanks for your insight :)
Depends on the situation. Considering we're a 3 person team at the moment, it's definitely hire from the outside.
But in a bigger company, I would imagine it depends on what skills are needed for a new leader. If it's the same skills, but just more proficient, then promote a leader within the team.
But if you need new skills, then it's better to bring on a leader from outside.
@richard_gao2 splendid thought and well put! Thanks for sharing :)
For the last part on new skills, it can be a little arguable, as if it is a new skill, the company also has the option to train within. But of course, still depends on business requirements and continuity plans. Thanks for sharing :)
External recruitment is necessary for stability. The reason why leaders in the workplace are promoted from the outside is that there is competition among themselves. It doesn't matter who goes to school. As long as the other party doesn't go up, promotion from the outside can just balance the competitive relationship. After the external person lands, he must closely follow his boss. Otherwise, the threat below is too big, and sooner or later he will be forced to leave.
@aaron_jacksonyy yes these too are good points. Well it is very real that when you hire a leader from outside, it adds fresh blood with new perspective that can jump start the biz performance. But the effort from the new leader (from outside) might take a little more effort especially on the team dynamics portion, as this is most often difficult to gauge during interviews.
I think it's better to promote from within
Those promoted from within not only have a clearer understanding of the company and business, but also can improve employee loyalty
@sherryxena agree. but sometimes the measurement of loyalty is very tricky when we talk about numeration package and career opportunities :)
It would depend on the specific scenario. If the l internal person in question is capable of handling the new role and is willing to accept the challenge, then it is always better to promote for within. They would need minimal training and they would have the context of what we are trying to achieve. Leadership is all about taking business problems to closure. As a result, the context goes a long way.
However, if this internal person lacks the required soft skills, then it would be better to hire someone from a competitor, who has led a similar team and resolved similar issues.
@matt_bilardo 100% agree! Softskill is good, but we need leaders that have the technical skills to iron out technical problems and to challenge the existing progress for the company to progress - BCP :)
By default if a person is already a "leader" in your company that is a good choice. Why go outside to look for a new hire when you can promote from within. You can always give the person a trial period to measure their performance at the new position.
Plus it may turn out to be less costly, as you look for a entry level person to fill the "leaders" former position.
@adm_fitness_effect ah I like the part where you mentioned "trial period". In my previous company, we call it deputy duty for 3-6 months before deciding if they are to assume the new position (promotion) or not :)
Straightforward, yet too clever. It would have to be a case-by-case basis which the hiring manager can directly influence with a good sound judgement. :)