When an executive leadership role opens up, organizations can promote from within or look outside for fresh expertise. If a succession plan is in place, you may already have a leader prepared to step up. If not, the search may extend into the broader market. Gartner describes this decision as a balance of “promise versus proficiency”—whether your organization needs someone who is already proficient in the role, or someone who shows strong potential and promise to grow into it.
Promoting an internal candidate can preserve institutional knowledge while maintaining continuity. An outside candidate can often inject fresh ideas or bring new perspectives. Both paths can be valuable, but using an executive recruiter to help make the decision can make the process smooth and fair for everyone involved.
The Two Types of Candidates
Internal candidates have what often seems like a clear advantage: they already know the organization’s culture, processes, and people. Their learning curve is likely to be short, and you probably already have a good idea about their track record of work. Promoting from within also sends a strong message to employees about career growth opportunities, which can boost engagement and retention across the board.
External candidates bring a fresh set of eyes. They might be bringing new skill sets that can help your organization evolve. An external leader that’s aligned with your organization’s culture and values can help accelerate change or bring in best practices your team hasn’t yet been exposed to.
Making Sure the Process is Fair
It can be tricky for companies to evaluate candidates objectively when considering an internal candidate for a role. Familiarity can sometimes lead to unconscious bias in favor of the person you already know, or against them because of past experiences.
Without a clear and consistent evaluation process, it’s easy to let assumptions guide the decision instead of facts and fit. Inclusivity isn’t just about who gets interviewed. It’s about how they’re evaluated, too.
By using a recruiter, you create a consistent, transparent, and inclusive process that treats every candidate equally. They not only can find a diverse range of candidates, from both inside and outside the organization, but they can also structure your review process to make sure it’s based on skills and behavior rather than on subjective impressions or bias.
Advantages of Working With a Recruiter
An experienced executive recruiter provides organizations with a consistent, confidential, impartial search. They apply the same rigorous vetting process to every candidate, whether they’re a long-time employee or someone brand new to your organization. Everyone involved can walk away knowing the process was fair, respectful, and designed to bring out the best in every candidate.
Thanks to years of market expertise, recruiters can objectively evaluate how your internal talent measures up against the broader pool of qualified leaders (which can also help make sure your offers are competitive). That perspective can reveal strengths you might not have recognized, or gaps you didn’t realize you needed to fill.
At Recruiterie, we’re here to take the pressure off your next leadership search. Let’s connect to talk more about how we ensure you give all your candidates genuine, fair consideration.
