The situation on the global labor market and in recruitment is changing rapidly due to the COVID-19 pandemic and the subsequent economic downturn. Many organizations have implemented hiring freezes and anticipate a decline in external hiring in the near future.
So right now, it is a great time to have a close look at the talent you already have on board to fill in the skills gaps and prioritize internal mobility at your organization.
Internal mobility is an essential part of recruiting and talent development. It allows a company to move its team internally to re-skill, fill department gaps, and cross-collaborate to get a project done or hit an organizational goal. Of course, navigating internal mobility in a company is easier said than done. It requires a plan, program, and delivery.
Let’s give you a broad understanding of the following – You are welcome to contact RAKKGALAKANE for a more in depth conversation and plan to help you tackle your Internal Mobility.
What is internal mobility?
Internal mobility is a term used to describe the movement of your employees to new, internal opportunities within your organization. It includes both vertical mobility, so usually an upward movement between job levels, and horizontal mobility, which describes moving within the same job level.
By encouraging your workforce to improve their skills and remain engaged in the company, you can then fill new positions internally as well as encourage senior staff to mentor new team members when they come on board.
How does internal mobility benefit your organization and your employees?
By promoting internal mobility in your team, you have the chance to change the culture of your approach to talent. If you have processes in place that alert you to internal talent, you can nurture career ambitions and improve retention rates among your team. Plus, you already know that your employees have the right culture fit to work for you.
Eight best practices for internal mobility
- Building a culture of internal mobility
- Auditing the skills you have on board
- Supporting cross-functional projects
- Empowering managers
- Creating an internal talent marketplace
- Putting mentorship and coaching programs in place
- Having a structured internal recruitment process
- Spend time on succession planning
