In-House Talent means the knowledge and expertise of an existing employee in differentiated skills of his KRA, which are the Key Areas of Responsibility. In-house recruiting in an organization means appointing a person within the organization to fulfill a new task or an existing one instead of outsourcing them. It is the most used way to fill job openings. Since employees are already familiar with the organization and already know the job description, it takes less time than a stranger to understand the new culture and new job.
There are several benefits and drawbacks of in-house talent recruiting for a company. On the one hand, where the organization saves time and effort, they do not find any new talent. From the employees’ point of view, they get new opportunities to work on new projects while learning new things to enhance their profile, but it might lead them astray from the work they are already working on.
The benefits of an internal program like this will enable you to attract and evaluate talent outside of your industry and promote these talents within the corporate culture. It may work out as an inspiration for the company and thereby enable the leaders to invest in future leaders in their industry.
Also, See: Employee Assessment
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