2021: The Rise of the Internal Marketplace

Don’t you feel that in the past few years, we all have witnessed a change in our working styles and careers? Surely but slowly, ‘career switching’ is becoming less of a surprise as the global workforce acknowledges the rapid change in the job market.

I am sure that finding the next role within the organization is a challenge for employees in the coming era.

I believe internal mobility is an integral component of a comprehensive talent acquisition strategy. Not only tapping into these resources can promote greater engagement among employees, but it can also make your organization resilient during downturns.

To stay ahead in this competitive job market, you need to offer the employee internal mobility opportunities. Through this blog, I am sharing the top reasons why internal mobility opportunities should be a top priority in your organization.

1. It is a Perfect Investment if You Have Effective Management:

Having an excellent management is a foundation of a strong and powerful approach to internal mobility. To introduce internal mobility, managers can do the following steps:

a) Identify top talent

b) Build trust within your team

c) Discuss their career goals and conceptualize the ways to meets those goals

d) Provide proper guidance to your employees, which can help them to attain their goals.

2. Audit Your Employees’ Skills:

Maybe there are thousands of employees working in your organization, but the point is, do you know what skill sets they have? If you want to make your internal mobility successful, you must know what each employee of the organization is capable of. HR professionals can audit each team member during the hiring stage. This will help HR to track what skills each employee has and what gap they need to fulfill. For example: If you hire a new employee in your relationship department who also has marketing skills, you should keep in a file for the future. If there is a job opening in the marketing department, HR can directly recommend the candidate to save time.

3. Internal Mobility Can Save Your Organization’s Valuable Time and Money:

We all know recruiting a new employee is a time consuming and expensive process. Many organizations are investing huge amounts of money in their recruiting process and training new hires. But organizations can reduce this cost when hiring employees internally. Imagine how much time and money HR professionals can save when hiring internally. The employee already has tremendous knowledge of the organization’s working style, processes, and policies. Secondly, internal hires come with truly little risk, as the organization already knows the candidate’s past performance.

4. It Will Help Your Team in Cross-Functional Projects:

HR professionals can conduct a skill audit during the recruitment process. This will help your team to collaborate on different projects. Introducing internal mobility in your organization doesn’t mean moving one team member from one department to another. Internal mobility gives you the freedom to use these mixed skill sets to make your project team stronger. For example: if any individual from your marketing team shows interest in designing projects, encourage the individual to voice his/her idea. This will show that you are open to internal mobility and shuffling talent around.

5. Build a Structured Internal Recruiting Process:

Internal mobility will only benefit your organization if you have a structured internal recruiting process. Otherwise, it is hard to audit skills, develop talent, and link them to new opportunities. Start using tools like a resume parser can parse many resumes/jobs in a scalable manner. This will help recruiters to screen candidates more efficiently. Having a structured internal recruitment process will fill the job vacancy faster and help employees make a better career move with the organization.

Don’t you believe internal mobility is a key strategy for an organization? It brings opportunities to employees with the organization, which is beneficial for both employers and employees. Still, if your organization hasn’t invested in this strategy, it is a great time to start it right now.

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Author: Lovepreet Dhaliwal

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