I'm interning with a large group of companies and they launched the internal job posting policy for managerial positions in 2015. Since then they have received a very low response. For every job opening, there are 0-5 applicants only and most of the times no applicants. I'm assigned the task of identifying the reasons for low response. Can anyone suggest me how to go about this task and possible reasons for low response?
Some obvious reasons are employees don't want to relocate, some not interested in the job openings, some satisfied with their jobs.
However, there seems to be some other reason beyond this. As the company is really huge, a healthy response is expected from the employees. At least 5 applicants per vacancy is expected. Can anyone help me with this?
From India, Delhi
Some obvious reasons are employees don't want to relocate, some not interested in the job openings, some satisfied with their jobs.
However, there seems to be some other reason beyond this. As the company is really huge, a healthy response is expected from the employees. At least 5 applicants per vacancy is expected. Can anyone help me with this?
From India, Delhi
Dear NB_Student,
What is the nature of your industry? Is it that the group has companies from various sectors? What is your designation? Will you do this study alone or you will assist some seniors?
Reasons for poor response to the internal job vacancies could be many. However, poor response is a reflection of your company's culture. You need to find out whether there is a uniform culture across the group or sub-group plays its tune. If it is so then a person working in some other sub-group may not like to take risks. He/she would prefer the status quo.
MNCs, particularly American MNCs, have strived to bring uniformity to their culture. Take the case of GE. Be it GE Medical GE Power or some other SBU, GE has a uniform culture in toto. This helps GE to transfer a person from one continent to another, one SBU to another.
The second reason could be a lack of job rotation. You may promote job rotation within the SBU itself. Probably Managers in your company have institutionalised a certain way of working. Now they do not want to change this mental alignment.
The third reason could be a lack of career consciousness. Do managers have die-hard ambition to grow to they prefer moderate growth?
One more reason could be a lack of career planning. For how many managers career plan is made? If it is made then who has made it and on what parameters it is made?
To find out poor responses to internal job vacancies, you need to take the survey. You need to find out the reasons by asking a few direct and a few indirect questions.
Thanks,
Dinesh Divekar
From India, Bangalore
7884What is the nature of your industry? Is it that the group has companies from various sectors? What is your designation? Will you do this study alone or you will assist some seniors?
Reasons for poor response to the internal job vacancies could be many. However, poor response is a reflection of your company's culture. You need to find out whether there is a uniform culture across the group or sub-group plays its tune. If it is so then a person working in some other sub-group may not like to take risks. He/she would prefer the status quo.
MNCs, particularly American MNCs, have strived to bring uniformity to their culture. Take the case of GE. Be it GE Medical GE Power or some other SBU, GE has a uniform culture in toto. This helps GE to transfer a person from one continent to another, one SBU to another.
The second reason could be a lack of job rotation. You may promote job rotation within the SBU itself. Probably Managers in your company have institutionalised a certain way of working. Now they do not want to change this mental alignment.
The third reason could be a lack of career consciousness. Do managers have die-hard ambition to grow to they prefer moderate growth?
One more reason could be a lack of career planning. For how many managers career plan is made? If it is made then who has made it and on what parameters it is made?
To find out poor responses to internal job vacancies, you need to take the survey. You need to find out the reasons by asking a few direct and a few indirect questions.
Thanks,
Dinesh Divekar
From India, Bangalore
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Internal Job Application.doc
SKILLS YOU REQUIRE TO BAG THE JOB YOUWANT.pptx