Your Engagement Discussions

Hey All,

I just wondered if you can help, i was looking to see what your thoughts are on the alternative options on recruitment in your organisations.

I have 3 ideas:

1 - Promotion within organisation is the best solution to fill a vacant position

2 - The workload can be moved to another department with a bigger capacity who can cover the work

3 - The position may not be required to be filled

Are there anymore....? I'd appreciate the feedback on this.

Many thanks,

Sharon Yip

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  • Thanks for the information Paul, I really appreciate your help and I will take a look at the link over the weekend.

    Never thought that a promotion can lead to problems like this, definitely great to know.

  • Hi Sharon

    Promotion within the organisation can be problematic, ever heard of the saying "promoted beyond their ability" or "management is a very British disease"? It's not about whether that person is good at their job but whether they have the skill set to manage others. I've seen plenty get promoted then struggle with the workload and not having time for new starters in their section.

    The main fault is how the person was recruited in the first place, many companies/organisations have used behavioural and competency interview questions for years, these have set up people to fail in the future because they move into roles that they are not really happy with. Happily, there is a wind of change happening and more enlightened companies/organisations are now using Strengths Based Recruitment which deals with what people are passionate about, 

    Aviva, Saga, Standard Chartered, Ernst & Young, Starbucks, Barclays, Nestlé, SABMiller, Royal Mail, BAE Systems, Gap, and Unilever have dumped competency interviews and all now use “strengths-based interviews” in their recruitment process. These companies have reported results which include a 50% drop in staff turnover, 20% increase in productivity and a 12% increase in customer satisfaction within a matter of months. You may find this interesting Competency Interviewing - just say no! by Gemma Dale FCIPD SBR works really well with promotions too!

    Competency interviewing. Just say no.
    Competency based interviewing.  Apparently, it is still a thing.  Who knew? I do, because this week I had a competency based interview.  I was a bit…
  • Hmmmmmm. 

    x Flexible staff and flexible roles.

    x So temporary contracts to flex with workload.

    x Job shares and a shift in job responsibilities at peak times (I've been an Recruitment Advisor but during month end I'd work within the accounts department to help them)

    x Work smarter to lessen the load: assess whether tasks done by current employees can be outsourced (probably costly though) to manage workload or be automated (in the case of manufacturing) or made more efficient (use email templates to save time rather than individually written responses).

    • This is a good question - and I think as you say Nicole flexibility is the key.  I feel it can be limiting (to both self and the organisation) to have the mind set of 'that's not my job' - and the quicker this mind set is shifted the more collaborative and productive we have the potential to become.  There is often so much talent and skill within and across teams and organisations that a little sharing can work wonders. Of course there will always be a need for specific recruitment into roles, and whether this comes from internal or external recruitment will depend on the best person for the job, but I agree Sharon that there are often alternatives or certainly questions that should be asked before 'automatically' recruiting.

      • Yes. I've found that in larger organisations there tends to be less flex with regards to responsibilities - more rigid structures purely to do with the volume of staff. But in SME's there is so much potential to engage the workforce and maximise potential by having that flexible culture. 

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