Our #WednesdayWisdom post today delves into recent discussions we’ve had regarding internal and external hiring, underlining the significance of sustainability in your recruitment approach.

No, we’re not talking about recycling, but rather about maintaining your employer brand and employee value proposition. Often, people and organisations discuss employer branding as something to be managed. While that’s partly true, there’s a common misconception that it’s the responsibility of just a few individuals. The truth is, your entire organisation contributes to and embodies it. They don’t just manage it; they communicate it, and they live it!

So, one of the most crucial metrics to consider isn’t only the number of hires but also the number of hires who leave within a short period (typically within a 12-18 month timeframe, given the current climate).

Another vital measure is the balance between internal and external recruitment. We’ve observed organisations recently with ratios like 70% external | 30% internal and 90% external | 10% internal. While valid reasons such as right-sizing, leadership changes, and more might explain these ratios, having both high recruitment and departure rates within 12 to 18 months, alongside a high percentage of external recruitment, could pose challenges in maintaining your culture, employer brand, and employee value proposition in the long term. This, in turn, may lead to performance issues within your organisation.

Therefore, if you’re facing these challenges, ignoring or postponing them is not a viable option if you aim for long-term success.