Welcome to Manager Tools.

This is Kate and this is Sarah.

Today's cast, internal hiring process, chapter one, development feedback, part one of one.

The questions this cast answers are, should I have a process for interviewing internal candidates?

How are internal interviews different from interviewing an external

candidate? And how can I encourage internal interviews as part of professional development?

If you want answers to these questions and more, keep listening.

Before we start, coming soon to Minneapolis Manager Tools, April 29th and 30th. The effective manager and effective communicator will be held downtown Minneapolis. If you'd like to see our smiling faces for a change, check it out at manager dash tools.com forward slash register. Now on to the show. So we're back. We're back. I've always been here, dude.

Welcome back. We as a team are back. Yes, we as a team are back. We are back. And we are going to

talk about hiring, which we love to talk about in and specifically internally, because interviewing

internal candidates is different than interviewing

external candidates. Internal interviews are not just efforts to fill positions, but also part of

professional development for your organization. So there's some extra layers here.

And obviously, we want to prefer internal candidates for any role for which we're hiring.

So if you're thinking about hiring, if you're thinking about an open rec, naturally,

would be interested in internal candidates.

Hiring too often externally does send a message sometimes that development pathways they're blocked by internal hires.

But internal promotions are also preferred when the economy is soft to help with retention

and development.

And my big experience is institutional knowledge. I think it's always underrated. And if you're thinking

about, okay, so it's a good idea to hire internally, we want to do that, we want to engage with that,

then it's worth noting, yes, internal candidates go through the same interview process.

...