{"id":21584,"date":"2026-08-24T19:59:29","date_gmt":"2026-08-24T17:59:29","guid":{"rendered":"https:\/\/inkubitstaging.wpenginepowered.com\/blog\/2026\/08\/24\/the-most-expensive-position-is-often-the-one-you-have-to-fill-externally\/"},"modified":"2026-08-24T19:59:29","modified_gmt":"2026-08-24T17:59:29","slug":"the-most-expensive-position-is-often-the-one-you-have-to-fill-externally","status":"publish","type":"post","link":"https:\/\/www.inkubit.com\/en\/blog\/2026\/08\/24\/the-most-expensive-position-is-often-the-one-you-have-to-fill-externally\/","title":{"rendered":"The most expensive position is often the one you fill externally"},"content":{"rendered":"

Many companies search for new talent even though suitable employees have long been working within the organization. They are simply not visible enough. <\/p>\n

This is precisely where one of the most expensive HR problems lies: open roles are advertised externally, recruitment processes start, budgets are tied up, and teams wait for reinforcements. At the same time, there are internal employees with relevant skills, a willingness to learn, or development potential. <\/p>\n

HR and managers often do not have reliable knowledge of which skills are available, which certificates employees hold, which training courses have been completed, what career goals exist, and who would be ready for the next step.<\/p>\n

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