Recruitment is a very delicate process in any organization. The process determines the individuals who will be present in an organization and who will work to achieve its overall goals and objectives. Recruitment must be done very carefully because an inadequate recruitment process can bring unproductive and unmotivated workers into the organization. It is however important to note that recruitment does not just relate to employees. Various management positions will often become vacant in an organization because of a variety of reasons, which may include, death, change of jobs, dismissals, or in worst-case scenario death. These management positions necessitate immediate filling. The management positions may include those of department heads, supervisors, managing directors, operations managers and even the chief executive officers. When it comes to filling a management position, they are usually two options in terms of recruiting a suitable person. The organization can decide to recruit from within; that is promoting one of their own from a lower level a higher level. On the other hand, the organization can decide to recruit externally, that is by sourcing outside parties who have the ability to work effectively in the organization in the vacant management position.
The LA Times news article about Mary Barra is a classic example of internal management recruitment. It signifies an instant when an internal person who has been working with an organization has been selected to fill a management position in the organization. In this case, it is, in fact, the highest positions of all, and that is the position of chief executive officer or C.E.O.
According to the article, Barra has been working with General Motors Co. since her teenage years. She started working in the company as an intern and slowly progressed up the organization’s ranks. She continued growing throughout the years as she learned from her peers in the management positions. It was almost as if she was being groomed to one day acquire the highest position in the company. Most recently, Barra was the company’s global product development head. According to this article, she is credited with the role of leading the company to the creation of some of its most memorable car products in recent years even as the company was in a downsizing process.
When the company’s former C.E.O. Dan Akerson announced his retirement, the company needed to look no further than within for a new C.EO. Barra seemed to be the perfect choice given her dedication, loyalty as well as hard work within this company.
Barra’s appointment signifies a new trend within the management sector whereby there is a general preference in recruiting from within, especially when it comes to high and prestigious management positions. Organizations are recognizing the fact that there is no one better who can serve the company at management level than an individual who has worked in an organization or company for a long time, who has shown immense learning and innovation in the period that they have been with the company, and who has great potential for the future. A person who has been groomed within an organization knows all its, structures cultures, and its overall do’s and don’ts and can therefore be trusted to deliver once appointed into the management position. This why more and more organization managers and heads are being recruited from within rather that sourcing candidates from the outside.
Hirsch, J. "GM names Mary Barra chief executive; Dan Akerson to retire - Los Angeles Times. N.p., 10 Dec. 2013. Web. 6 June 2013. <http://articles.latimes.com/2013/dec/10/autos/la-fi-hy-mary-barra-gm-ceo-20131210>.