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Projects get launched or completed more quickly because finding and onboarding an internal resource is much faster than searching for, hiring, and getting external talent up to speed and acclimated. They rewardmanagers who are net talent exporters. They recognize and incentivize managers to share their talent with other teams.
The company must rewardmanagers who hire from within. The other hurdle is the unwillingness of managers to let great talent go, even if it is within the company. That manager has invested in raw talent, grown them, and is looking to reap the rewards. Boomerangs are worth their weight in gold.
As an added benefit, the screening and onboarding processes can be more expedient with current employees, making it faster and simpler to fill financial talent gaps. He also recommends focusing on making work “irresistible” by setting clear goals, developing leaders and rewardingmanagers for holding onto the talented people who are hired.
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