LWH 2016 Best-Practices-for-Hiring-and-Retaining-Internal-Talent

Oct 3, 2026

Hiring and retention best practices focus on building an internal recruiting strategy and a complete hiring roadmap, covering external hiring from outside the industry, and targeting industry-experienced candidates. Guidance addresses job descriptions, scorecards, sourcing via networking and referrals, and the use of technology such as applicant tracking systems and job posting toolkits. The framework includes interview process and feedback loops, assessments, structured offer and onboarding, and ongoing attraction and retention through engagement, compensation design, benefits, and factors that influence pay and candidate preferences.

LanguageEnglish

CategoryResearch & Report

FormatPDF

Pages9

Reading Time23 min

AccessFree to download

YOU NEED A ROAD MAP

Annual planning and staffing strategy questions

HIRING FROM OUTSIDE OF THE INDUSTRY

Target profiles, training programs, internships, external resources

INDUSTRY EXPERIENCED CANDIDATES

Pros, cons, non-competes/non-solicitations

WRITE GOOD JOB DESCRIPTIONS

External vs internal postings and scorecard approach

CREATE A HIRING PIPELINE

Networking, referrals, and hiring pipeline basics

YOU GOTTA HAVE TECHNOLOGY

Applicant tracking, SEO, community and branding

INTERVIEW PROCESS

Methodologies, structured interviews, feedback loop

HIRE TO YOUR CORPORATE CULTURE

Culture, values, leadership principles, fit

ASSESSMENTS

Pre-employment assessments and tools

OFFER PROCESS

Tight offers, counteroffers, and staying close during resignation

ONBOARDING

Solid onboarding and mentor/mentee support

ATTRACT AND RETAIN

Engagement, CSR, compensation, benefits, and benefits alignment

10/20/2016 YOU NEED A ROAD MAP • How many staffing firms have an Internal Recruiting Strategy? • Who creates the strategy? Who implements? • Annual planning for new hires 10/20/2016 HIRING FROM OUTSIDE OF THE INDUSTRY • Define your target profile • Consider recent college grads and professionals from other industries. Target companies? • How can you support the non-industry hire? • Training programs • Internships • External training resources-ASA, Staffing World, Scott Love, Staffingetrainer, Tom Erb • [Staffing As A Career-ASA initiative](Staffing As A Career-ASA initiative www.staffingasacareer.net)[ ](Staffing As A Career-ASA initiative www.staffingasacareer.net)[www.staffingasacareer.net](Staffing As A Career-ASA initiative www.staffingasacareer.net) INDUSTRY EXPERIENCED CANDIDATES • Who hires only from the Staffing Industry? • Pros • Cons • Non-competes/Non-solicitations WRITE GOOD JOB DESCRIPTIONS • One job description for external posting that creates excitement and grabs attention • One job description for internal with detail on key metrics, goals, expectations, requirements • The scorecard approach “Who: TheA Method for Hiring” • LinkedIn’s job posting tool kit: • [https://business.linkedin.com/talent](https://business.linkedin.com/talent)solutions/recruiting-tips/job-postings-toolkit-ent 10/20/2016 CREATE A HIRING PIPELINE • What is a hiring pipeline? • Networking-experienced vs. non-experienced • Employee referrals YOU GOTTA HAVE TECHNOLOGY • Your Applicant Tracking System-with job links to your website • Website-post all internal jobs here and cross post with great Search Engine Optimization (SEO) • Creating community with the support of Haley Marketing with Email Blasts/newsletters/social media Branding and Marketing • LinkedIn • Facebook • Craigslist • Twitter • Job Boards • Community-papers, community groups, schools, churches, local employment services and other •Staffing Branding ebook: [https://business.linkedin.com/en-gb/talent-solutions/c/16/3/branding-to](https://business.linkedin.com/en-gb/talent-solutions/c/16/3/branding-to)win-clients-and-candidates?trk=bl-ba Why-Your-Staffing-Firm-Needs-toprioritize-Branding-infographic grace-chensoff 030316 3 10/20/2016 INTERVIEW PROCESS What is the interview process and feedback loop • Consider a methodology like WHO or Topgrading • Interview for chronological, skills, accomplishments, aptitude, fit ➢Do you have an established process including an application, request for references, w2 verification (where applicable)?➢ 1st level phone or in person, how many interviews required and what are you looking for in that interview.➢Topgrading organization-hire for key competencies HIRE TO YOUR CORPORATE CULTURE Define your Corporate Culture • Culture & values • Office environment • Fit • Leadership principles ASSESSMENTS Pre-employment assessments- just one piece of the puzzle. Aptitude, Behavioral or both? • PEAC • Rembrandt • Wonderlic • DISC • CCAT 10/20/2016 OFFER PROCESS •Have a tight offer process. Review all relevant info and analysis of candidate’s current benefits vs. yours, planned vacations, current noncompete/nonsolicit, reference and background checks. •Be thorough. Written offer should include commission plan details, employment agreement, benefits, relocation, equity. •Cover counteroffer, cover counteroffer, cover counteroffer •Stay close to candidates through resignation period and onboarding ONBOARDING • Create a solid onboarding process • Make it fun and mix it up • Dinner/involve team • Consider mentor/mentee relationship • Ensure new employee has all necessary tools to be successful ATTRACT AND RETAIN flexible hours and alternativework schedules virtual officing paid time off leadership development/education and training healthcare long term/short term disability life insurance family medical leave

FAQs

How should an organization build an internal recruiting strategy and hiring roadmap?

Develop an internal recruiting strategy, clarify who creates and who implements it, and include annual planning for new hires as part of the roadmap.

What approach helps with hiring candidates from outside the industry?

Define a target profile and consider recent college grads and professionals from other industries, supported by training programs, internships, and external training resources.

What steps should be included in the offer and onboarding processes?

Use a tight, thorough offer process with clear benefits and employment details, handle counteroffers, stay close through resignation and onboarding, and create a solid onboarding program that is engaging and well-supported with mentors and necessary tools.

Oct 3, 2026

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