Key points:
- Most institutions underestimate and under-utilize one their current staff
- Internal hiring should be an ongoing strategy to identify, encourage, and propel rising talent
- See related article: 4 signs you’re ready for higher-ed career advancement
Organizations spend thousands of dollars identifying and acquiring talent for leadership positions. Those expenses balloon with senior leadership roles. What if there was a strategy that could not only cut costs, but increase the quality of hire—and the outcomes they achieve?
Most institutions underestimate and under-utilize one of their core assets: their current staff. Outside hiring is one key strategy, but it is not the only avenue to executive excellence. Internal hires cost less in on-boarding while also bringing invaluable institutional knowledge. When your C-suite leaders have experience at different levels of your organization, they understand historic complexities, appreciate departmental strengths, and can identify opportunities for growth.
In order to be an effective talent pipeline, internal hiring is not a one-time decision, but an ongoing strategy to identify, encourage, and propel rising talent. So, how do you spot talent in your midst that may be ready for advancement? Here are four traits to look for.
1. Initiative. The average employee does what’s expected of them. Exceptional leaders do more. If an individual goes above and beyond in fulfilling their duties, you should take note. When an employee merely meets expectations, it shows they measure themselves by external standards. Exceeding expectations reflects internal drive. A rising star will be quick to address problems and take advantage of opportunities, even without being asked.
Cheryl Hyatt is a founding partner and CEO of Hyatt – Fennell, Executive Search Plus and President and owner of The Charitable Resources Group, Inc.
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