Rethinking Redundant Interviews: A Fresh Take on Talent Retention

Ever felt the sting of reapplying for your own job?

It's a corporate misstep that's costing companies dearly.

Picture this: You're smashing targets, team is excelling and then suddenly you're back in the hot seat.

Bizarre, right?

This misguided practice is haemorrhaging top talent faster than you can say "CV".

Why? It's simple:

→ Uncertainty breeds exodus.

→ Experienced staff walk out the door.

→ Double the recruitment headache.

→ Lowers morale.

→ Erodes trust.

Asking star performers to reapply for their job is a one-way ticket to Resignationville.

Trust me, I've been there.

Whether you call it a 'formality' or not, the damage is already done.

Even though I was offered the job, that period of uncertainty had already led me to explore options.

Nothing says "time to go solo" quite like defending your own job.

So, you want to keep your A-team while also maintaining fairness?

Ditch the redundant interviews and embrace recognition.

Here's 4 alternative approaches to internal promotions:

→ Shine a light on success with crystal-clear performance metrics.

→ Craft tailored step-up programmes that inspire growth.

→ Keep the conversation flowing with consistent progress check-ins.

→ Ditch the interview jitters for insightful mentor-led assessments.

After all, in the talent game, it's not about re-interviewing the best—it's about ensuring they never want to interview elsewhere.