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Group 360 Assessments Are What We Do Best
Group 360 Assessments Are
What We Do Best

Origin recently conducted a 360 assessment of 13,541 managers
globally and across all levels within the client organisation issuing
11,893 individual feedback reports. By adopting our professionally
managed phased-approach all this was achieved in as little
as 2 months!
Click here to see how we can do the same for you.

Large-scale Online 360 Assessments
Large-scale 360 Assessments

“from the planning phase, through to the execution system,
and technical support, you have once again enabled
us to facilitate the process within the group, with confidence.
Of special note is your willingness to accommodate certain
special requests and deviations from the status quo.”
Nadine Fedeli -- Manager HR: PSS Talent Management
OD & Change Sasol Shared Services Sasolburg.
We can do the same for you. Click here.

Our Clients
Our Clients

Origin is the measurement solutions provider to some of South Africa’s most prestigious and successful organizations. Click here to see our client list.

Get In Touch With Origin
Get In Touch With Origin

Origin measures what matters most -
People, Performance, and Perceptions.
To get in touch with us click here now.

Why Choose Origin?

Why Choose Origin?

We do the work. This frees up your resources to focus on daily tasks. Our dedicated team of young professionals have the know-how and experience to get a quality job done each and every time.

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360 Assessments

360 Assessments

What we do best. Origin has developed a proven, unique methodology for running 360 assessments.

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Get To Know Us

Get To Know Us

Origin is young and ambitious. The business has evolved over a period of some 15 years. We are now clearly focused on becoming the best measurement solutions provider in the enterprise feedback arena.

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What We Can Do For You

What We Can Do For You

Take the weight off your shoulders. All we need is a clear understanding of your measurement objectives and a list of people participating.

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Save Costs and Improve Efficiencies by Hiring from Within

Posted on: November 20th, 2013 by Liesel Burrows

The hunt for talent never ends and successful companies are closely managing and monitoring their existing workforce as a way to fill the skills gap. As recruitment budgets are being slashed, HR professionals are forced to do more with reduced resources. A study conducted by The Wall Street Journal shows that employers are generally oblivious about the extra costs they incur when authorising a search to find new hires.

According to Saratoga Institute, the average cost of finding and hiring someone from outside the company is generally 1.7 times more than hiring internally. Research also shows that between 40% and 60% of external hires are not successful, compared to only 25% for internal hires. Interesting findings from the online journal of the University of Pennsylvania Wharton School of Management suggests that external hires need to be paid up to 20% more than internal candidates.

A key advantage of hiring from within is that it already attracts candidates who are familiar with an organisation’s practices and procedures.  This eliminates the learning curve – time that is taken up to teach someone how to be effective in a role.  Companies that are serious about developing existing employees into future leaders will be more inclined to hire from within.

Why internal promotions are preferable

    1.       It’s more cost-effective

You will inevitably save money on recruitment fees, training, the opportunity cost of not having the position filled, online advertising, travel and possible relocation costs.

    2.       It’s quicker

The entire process, which starts with reviewing a job description to advertising to potentially paying a recruiter and interviewing several candidates, can easily take months. This process also does not always guarantee the perfect candidate. On the other hand, internal hiring can be completed within a few weeks if not days. Internal candidates already have the backing of managers and their performance reviews are already accounted for.

    3.       Better predictability of outcomes

The likelihood of existing employees succeeding at a new job in the same company is a lot higher. They possess the benefit of deep-rooted knowledge about how work is processed within the company and they are already relationally connected.   Lesley Joyce, Chief People Officer at Novelis, comments on how internal employees need less infrastructure and support to be successful and observes that internal candidates achieve peak performance faster than externals.

    4.       It’s great for employee morale

Promoting internally encourages employees and shows them that they have a future at the company, acting as a powerful retention tool.

On the flip side, in order for companies to successfully promote within, they need to prevent the departure of great talent and carefully groom future leaders. Internal employees also naturally assume that internal candidates have the edge over external candidates.

How to boost your internal applications

To boost internal applications, HR Managers have to arouse considerable interest in a position from within their own firms and then encourage candidates to apply. This gives the company recruiter a lot more control as they are able to conduct a more focused and tightly controlled search.

For candidates who have a desirable educational background and tangible skills, a department head might be more suitable for identifying the best candidates.


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