Recruiting talents from outside the organization have become an easy and concrete solution to filling skill gaps within a company. Acquiring the right person for the job calls for quite an amount of time and competition without a guarantee of success.
Even if you are successful, looking for candidates can be expensive despite the likelihood that the candidates may not even stay in the position. This is why many organizations look for an efficient and palpable plan to obtain the best person for the job, but why not improve that person through internal mobility?
Internal mobility is when an employee is able to cycle through a variety of positions all inside one company. It acknowledges overlooked potential inside an organization. This can be paralleled to employee growth since they can handle other important roles as part of their career development. Internal mobility is particularly a key component for hiring managers since employees will feel more compelled to stay in the company having internal options for their career.
Incorporating an internal mobility program will definitely create a huge shift in the organization’s working environment; however, you will be able to discover and manage existing talents within your company.
Why internal mobility is important
- Reduces a lot of expenses. If you have ever hired someone before, you will realize that filling positions are both costly in resources and time. With internal mobility, hiring can be focused on lesser positions since existing employees will be able to handle higher roles. This will reduce a lot of expenses to the company overall.
- Enhances employees’ retention and spirits. Internal mobility offers more internal options to the employees. This will greatly motivate them to work efficiently and effectively as well as stay in the organization for a prolonged period of time.
- Assists with hiring. Applicants will be keener to stay and choose companies that can offer them experiences and growth in their careers. This will also attract better and excellent applicants for recruitment.
8 ways to improve internal mobility
- Prioritize current employees first. It is essential that you shift your mindset to acquiring talents among existing candidates rather than outside the organization. Although there will be instances where you will have to rely on external recruiting, the right person for the job might just be among your employees. This will allow your employees to enhance their skills as well as establish that you prioritize their goals and career development.
- Ensure that everyone supports mobility in your organization. Make sure to work with hiring managers of each level. Internal mobility has to be supported by the entire workplace in order for it to be successful. Establish that the company values its employees and have their best interests in mind. The best way to go about this is to be transparent with employees about the changes being made. This will foster a supportive environment and serve as an incentive for them to develop and progress to new roles.
- Offer the appropriate resources. The organization must be providing employees with the necessary resources to help them succeed in new positions. Do what you can to align employees’ ideal career trajectory with what gaps need to be filled. A way to utilize this training is to ensure that employees will be able to function in many different roles instead of one.
- Craft a system for consistent feedback. The majority of organizations are dependent on yearly performance management systems for their feedback. This process is generally slow-paced and does not make room for valuable learning opportunities throughout the days. In order to make internal mobility work, companies should change to a working environment with constant feedback for employees to improve. This will allow regular improvements to be made and address existing issues. This will also help quickly identify top talents for opportunities in the future.
- Consider using technology. There are plenty of online platforms out there that will easily allow organizations to manage as well as assess their employees. These platforms will enable a talent database when in need of internal candidates to fill a particular role. A system will offer an equal and manageable avenue for employees to make their goals and achievements shine.
- Improve employees’ working experience. It is essential to consider the factors that make employees stay in the company long-term. Creating an environment where people can balance their work and personal life as well as career opportunities, will greatly affect employee experience. A workplace that supports each individual will be ideal for an employee and empowers team members to reach their goals. This will also enhance your employee engagement overall as well as develop existing and future skills.
- Encourage a system for mentoring. Mentoring and learning have a load of benefits to both parties. Mentors will be able to pinpoint hidden talents, while learners will be able to receive a considerable amount of career knowledge. Employees will feel more valued and increase their chances of retention. This system will also make room for potential work leaders in the organization.
- Create a welcoming environment. Every employee will be different when it comes to traits. A company must create an environment where each individual employee is welcome regardless of gender, nationality, or beliefs. These differences in characteristics should not be a basis on their ability to work efficiently. This will show the employees that the organization is supportive and understands the processes that go on with their performance.
Internal mobility is necessary for any organization that aims to move forward and improve. Each individual employee is a valued asset that must never be overlooked. It is the workplace that defines the progress of an organization. Although external recruitment is a viable option, never neglect existing people in the team that may be able to maximize the unfilled position.
The shift to an environment that supports internal mobility will be difficult, but this will lead the organization to its ideal direction to success. Each employee and leader will realize their value and will all function effectively and efficiently.
Richard Branson’s famous quote says it best, “Train people well enough so they can leave, but treat them well enough so that they don’t want to.”