When Should a Growing Business Hire, Develop or Redeploy Talent?

 

When a business identifies a skills gap, the immediate response is often to open a new position. But recruitment is one of several ways to build capability. In some situations, developing an existing employee or moving someone into a different role may meet the need more effectively.

The right choice depends on how urgent the gap is, how specialised the work is and whether the capability will be needed long term.

When to Hire Externally

External hiring makes sense when the business needs experience it does not currently have. A company entering a new market, for example, may need a leader who has already managed a similar expansion. Hiring can bring knowledge, relationships and a fresh perspective into the organisation.

Before starting the search, define the outcomes the new person must deliver and decide which skills are essential from day one. If the role is poorly defined, bringing in an experienced candidate will not resolve the underlying uncertainty.

Leaders should also account for the time needed to find and onboard the person. An external hire rarely contributes at full capacity on their first day.

When to Develop Existing Employees

Development is a strong option when employees already understand the business and have a foundation they can build on. A team member with operational experience, for instance, may be able to take on a broader management role with coaching and a clear transition plan.

The key question is whether the capability gap can be closed within the time available. Training should have defined goals, practical opportunities to apply new skills and a manager who can support progress. Offering a course without changing the employee’s responsibilities is unlikely to solve an urgent business need.

When to Redeploy Talent

As business priorities change, some teams may have skills that are needed elsewhere. Redeployment allows an organisation to use existing talent more effectively while giving employees opportunities to grow.

Start by looking beyond job titles. An employee’s project experience, problem-solving ability or knowledge of customers may transfer to another function. Discuss the opportunity with them, assess any training needs and make the new role’s expectations clear.

Redeployment should be a considered move, not simply a quick way to fill a vacancy. The employee and the receiving team both need support during the transition.

How Should Leaders Decide?

Begin with the business outcome. What work must be done, by when and for how long? Then assess the skills already available internally and the realistic time needed to develop them.

If the gap is urgent and highly specialised, external hiring may be necessary. If the capability will be valuable across the organisation over time, investing in existing employees may be the stronger choice. Some needs call for a combination: hire an experienced leader while developing the team around them.

At SilverPeople, we believe effective talent strategy starts with understanding the business need behind a vacancy. When organisations consider hiring, development and redeployment together, they can make decisions that support both immediate delivery and long-term growth.

About SilverPeople: SilverPeople helps organisations recruit specialised and leadership talent across high-growth industries.