“Now hiring, chief executive officer.” That’s a job ad you’re not likely to see.

It’s seldom that you’ll find higher ranking vacancies offered to outsider applicants, and for very good reasons. For most companies, promoting talent that they already have, instead of looking elsewhere for professionals to fill in higher places, is the best route for successful accomplishment of duties and responsibilities. But there’s much more to internal promotion than just that. Find out why you should choose to promote instead of getting new talent by checking out these three reasons.


  1. Comprehensive Understanding of Company Goals and Objectives – One of the most difficult things to deal with when you’re hiring new talent is the alignment of your goals with theirs. Often, new hires won’t completely understand your company’s mission and objectives, which is particularly detrimental for your entire workforce if you’re hiring someone to fill in a higher ranking vacancy. It’s possible that they might misguide their subordinates and finalize decisions that don’t lead towards the same company goal. Promoting one of your own to fill in a higher spot could eliminate that problem, especially if they’ve been with you for a while.


  1. Employee Retention and Engagement – Even if you’re only promoting one from your pool of talent, you’re likely to keep the fire of motivation burning in the rest of your workforce. Seeing one of their own being plucked out and propped up on a higher seat in the company’s organizational structure gives hope to a lot of others. Knowing that it’s a possibility for one brings life to the idea that it’s a possibility for all. In many companies, a typical employee engagement score calculation reveals that opportunity for career growth is one of the top reasons for continued engagement. And proving to your workers that you provide that chance will keep them ambitious and motivated.


  1. Shorter Learning Curve – New hires have a lot to learn, regardless of whether or not they’ve had experience with other companies. That’s because your enterprise might perform certain tasks and duties in your own unique way that might not be known to many people on the outside. By promoting instead of hiring, you can expect a shorter learning curve, especially if you choose an employee who excels at what they do and who has observed how higher ranking jobs have been done in the past.


There is power to internal promotion, so don’t put out those job vacancy ads just yet. Sift through your pool of talent and see who might be ripe for the picking. Rise your employees through the ranks and watch your company grow to success along with them.