Should you post job openings? Or should you just appoint the person you think is the best fit?
If you decide simply to appoint someone to a position without posting it first, you’ll end up getting a backlash of negativity for not posting it for others to consider.
It’s tempting to skip the job posting and simply look internally for a candidate, or select a person who you think is best for the job without posting it. This usually happens when you’re desperately in need of filling the position or seem to have very few internal options.
This is a mistake for a couple of reasons.
Employees will perceive it as being unfair, and perceptions of fairness are important. Even if the process ends up going the way that you thought it would and the internal candidate becomes your final choice, posting the job at least creates the impression that you’ve looked at different options.
You might overlook a better option. For instance, you might discover that after posting the position, someone who you didn’t think would be a good fit actually turns out to be your ideal candidate. Or you might discover employees that are interested in advancement in your organization. Even if you don’t select them this time, you might find that they’re interested in a future promotion or job change some day.
An Often Overlooked Important Step
You might be wondering – should you give feedback after conducting the internal interviews?
Many organizations don’t do this crucial step. They make a decision, tell the others they weren’t picked and think that’s enough.
You should make it a point to give feedback to the people who you didn’t select. Let them know how they should improve in order to be considered in the future.
Being honest with them about how to get ready for a future promotion is not only the right thing to do, it can also help you cultivate future leaders.
How do you decide whether or not to post a job opening?