Internal Talent Mobility: Posting, Slotting and Hoarding

eCornell Keynote

The majority of jobs today are filled by hiring internal candidates — either through “posting,” where a manager posts an open job and candidates apply, or “slotting,” where a manager personally identifies a preferred candidate and “slots” them into the job.

Outcomes for posted employees versus slotted employees vary greatly, particularly in quality of hire and compensation. Compared with slotted employees, posted employees have much higher performance ratings, earn higher salaries, and are less likely to exit the firm. Slotted employees measure below in all categories. Why is that? There’s also the shifty dynamic known as “talent hoarding,” where high-performing employees are held back in a position to benefit the department, to the detriment of the employee and the organization as a whole.

In this fast-paced, interactive discussion, we’ll look at recent research on internal hiring practices and how best to manage the process. Join Cornell’s JR Keller and Harvard Business Review’s Angela Cheng-Cimini for a look at what’s happening in hiring and how you can improve practices at your organization through talent mobility.

WHAT YOU'LL LEARN

• How different hiring processes influence employee performance, salary, and retention outcomes
• Why relational processes like slotting tend to deliver less-than-optimal outcomes
• How more rigid, market-based processes bring about better results

SPEAKERS

Angela Cheng-Cimini ‘92
CHIEF HUMAN RESOURCES OFFICER
Harvard Business Publishing

JR Keller
ASSISTANT PROFESSOR
Cornell ILR School