The concept of employing passive applicants for roles that need intense specialization, known as lateral hiring, maybe a very effective recruitment tactic. It includes selecting applicants who can assist manage your business and improve performance and who have at least a few years of experience in comparable jobs. In simple words, finding and employing experts who are currently working in a position that is similar to the one your business is trying to fill is known as lateral hiring. These experts are regarded as passive prospects because they aren’t looking for a new job right now.

These applicants are often comfortable in their existing jobs and won’t necessarily be open to job offers unless the possibility is sufficiently alluring (in terms of career advancement, for example). They already have a solid professional reputation in their area of specialization, a sizable network of contacts, and the soft and hard talents required for job success.

Advantages:

Utilizing lateral hiring has a number of advantages.

• Firstly, because the applicant is already familiar with the position and the organization, it can save time and money. 

Secondly, because the applicant has previously been vetted and is known to be competent for the position, it may lower the chance of employing the incorrect individual. 

Last but not least, it may assist in creating a talent pool of competent individuals that can be employed for present and future employment choices.

Aim of Lateral Recruitment

The following are some examples of lateral recruitment’s goals:

• Employ qualified employees with experience.
• Locate someone who has the necessary job experience and can join the company at the same salary level.
• Reduce the expense of carrying out the hiring procedure.
• Employ a worker who can quickly and effectively adapt to the organizational work culture and deliver the most output possible
• Reducing the duration and expense of training sessions.
• Implement someone capable of making important judgments as necessary.
• Select a person who can handle job pressure and be productive.
• Should appoint someone capable of teamwork.
• Find a candidate who can assist the business in quickly achieving its objective.

What is the process of Lateral Recruitment?

Hiring a worker who is currently performing a similar job at another organization is known as lateral recruitment. This is distinct from a normal hiring procedure, which involves posting a job and interviewing applicants who are not presently employed. Because the applicant must already have the qualifications for the post, lateral recruiting is frequently employed to fill difficult-to-fill positions.

However, it’s essential to pinpoint the specific knowledge and expertise the new worker would require to succeed in the position when undertaking lateral recruitment. A job description that appropriately represents the demands of the role must also be written. You must contact the ideal applicant and provide an offer after you have found them. If the applicant accepts, you’ll need to assist them in adjusting to their new position. Steps to perform lateral recruitment include:

1. Describe the position’s responsibilities:

The first and most crucial step is to make sure you are focusing on the appropriate individuals. Make sure you explain the job precisely and include a summary of the particular abilities and background needed.

2. Post the job listing:

You can post a job listing once the role has been established. Make sure to specify all prerequisites and make it clear that only applicants with the necessary qualifications will be taken into consideration.

3. Screening applications and resumes:

To guarantee that only the top individuals are shortlisted, you must review resumes and applications once you’ve received them. This may be achieved by interviewing candidates and analyzing resumes and cover letters.

4. Organize interviews:

Interviews must be held once you’ve chosen the applicants to interview. This will enable you to evaluate the candidates’ abilities and background and decide whether they are a suitable match for the position.

5. Make a choice:

You’ll need to choose which applicant to hire when the interviews are over. The applicants might be ranked according to their education and work experience to achieve this.

6. Execute the job:

You must extend the employment offer to the candidate after making your choice. Make careful to spell out the parameters of the employment offer and check to see whether the applicant is satisfied.

After recruiting procedure:

1. Send them a thorough welcome email.

Send your new hires a welcome email with information about their position and a detailed explanation of their duties. Any helpful information that might make the lateral hires feel more educated and ready to start working at their new place of employment can be included in this section.

2. Give them all the information they require to get going.

Get ready for all the paperwork and details your new hires will require to use and access their workstation, accounts, emails, and passwords. Give them the names of the employees in your company who are best qualified to help them if they have questions or trouble commencing their jobs.

3. Introduce them to the group and senior management.

It’s essential to introduce lateral hires to senior management, the executive team, the stakeholders, and every employee that reports to them directly. This will determine who is responsible for what, who they must report to, and who is under them. Don’t let them introduce themselves since most individuals will be reluctant to do so. Instead, assist them in getting to know everyone so they may immediately feel at home.

4. Appoint a mentor for them.

Even though the lateral hire will be an expert in their field, they will still need someone to introduce them to the company, show them the ropes, recommend places to eat for lunch, let them know who to contact if they have a problem, or simply keep them informed about company events and social gatherings.

5. Provide them with suggestions and follow up frequently.

You should provide lateral hires with feedback on their job progress. And, ask them for comments to learn more about how they are adjusting to the organization. By responding to their requirements, arranging more training if necessary, and giving them the resources they need to succeed in their position, you can solve any problems and worries they may have with their present employment.

HRs Challenges in Lateral Hiring:

1. The lack of effectiveness

Employers who use the conventional method of hiring frequently lack efficiency. A simple resume shortlisting process followed by in-person interviews does not guarantee that the selected candidate is the ideal fit for a certain job position. It might be difficult to schedule interviews around the hiring manager, team manager, and candidate’s schedules. Additionally, the recruiting cycle’s cost and duration can increase if the procedure fails to exclude irrelevant profiles. Companies need a strict screening procedure to find the perfect fit because lateral recruitment is often designed to hire for a post that demands experienced individuals.

2. The unclear situation

On a daily basis, hiring managers have a lot on their plates. For them to likewise closely monitor the continuing recruiting in such a situation would be incredibly uncomfortable. Communication problems frequently prevent leaders from receiving real-time updates. Due to a lack of necessary coordination among all the relevant stakeholders, there appears to be a lack of visibility in the whole lateral recruiting process.

3. Poor behavioral assessment

If there is no way to evaluate the personality and behavioral traits of potential workers, HRs are forced to make judgments primarily on gut instinct, which can be biased in many ways. Candidates that do not fit the company’s culture and values are far more likely to quit within a short time, which raises the cost of recruiting as well. Because businesses lack the resources to choose applicants that are a good cultural match for their company, this puts doubt on the hiring choice.

Job Salary:

Employees who are familiar with lateral hiring make an average salary of 20 lakhs, with most earning between 12 lakhs and 39 lakhs annually.

Top Lateral Hiring Sample Questions

1. Finding suitable candidates and encouraging them to apply for current or upcoming job opportunities is referred as.

• selection
• placement
• recruitment
• induction

Answer: C

2. It is referred to as the process of directing the efforts of workers and other resources in order to achieve the intended goals.

• Supervision
• Communication
• Leadership
• Inspection

Answer: A

3. Which of the following does not constitute a directing element?

• Supervision
• Communication
• Leadership
• Inspection

Answer: D

4. Finding the source of such communication is exceedingly challenging.

• Upward communication
• Vertical communication
• Lateral communication
• Informal communication

Answer: D