In the past, the trend was to focus on external recruitment if there was not an internal skill match for a position. However, the pandemic has caused this trend to change and focus more on internal mobility. Companies are seeking to develop the skills of their employees to optimise their know-how and mitigate the risk of not having the right skills available on hand. Especially through this pandemic, a lot of companies put a hire freeze in place to save costs. In these situations, a proper process for internal mobility can get you through challenging times and allow you to still fill essential positions.
Learn more about this post-pandemic HR trend in this article.
What Internal Mobility Means
Internal Mobility describes an opportunity within an organisation, allowing employees to shift from one department or team to another to fill different positions. It includes both vertical mobility- the so-called moving “up the ladder” – and horizontal mobility like staying within the same level of responsibility. This chance to change positions internally can be related to shortages of personnel in some departments or just be a career development step. Additionally, internal mobility allows employees to attend training programmes to acquire new skills that will make the employee even more suitable for a variety of tasks.
The Benefit of Implementing Internal Mobility
Internal Mobility offers many opportunities to stay ahead of your competition and enhance your corporate culture. It can help you to future-proof your company in times, where specific personnel is rare on the market. By showing your employees that you want them to reach their career goals and visions in your company will empower them. These positions are real opportunities for the professional and personal growth of your employees. Your workers will find new challenges and motivation in their new roles and will be less likely to look for new opportunities outside their current employer. For you as an organisation, internal mobility will add value to your staff members by developing new skills that make them multi facet for different positions.
Ultimately, you will spend less on recruitment, fill roles a lot faster and lower your turnover.
The Best Practise of Integrating Internal Mobility
Here are some best practises that will most definitely help you to implement internal mobility successfully:
🔷 Good Management Is The Foundation For Success
Managers need to have the skills to identify top talent, build trust and discuss team members career goals. This allows them to get a better understanding of the individual goals and visions of their employees and discuss a personal development plan. This will show your employees that the company cares about the individual employee.
🔷 Make It a Component Of Your Culture
Build a corporate culture that your employees do not want to leave. Offer them the opportunity to reach their career goals within the organisation. Offer training & mentor programmes that are easily accessible to everyone and learn about the goal of your employees. This helps to align their goals those of your organisation.
🔷 Establish a Formal Strategy Integrating Internal Mobility
Make it a task to analyse talent skills and see if they match with any internal vacancy. Audit your team members and their skills right in the beginning and update their skill set it a database. This will help you later in the process of finding the right employee within your company much quicker.
🔷 Create An Internal Job Board
Creating a system to connect employees to inner opportunities is key to a successful internal mobility system. Allow employees to learn first about open positions. Also offer department managers the possibility to search through a skill database and contact suitable employees directly.
Mitigate Risk & Succeed
The easiest way to save costs in challenging times is by saving on recruiting. Internal Mobility allows you to save money but still fill positions by relocating resources you already have. However, Internal mobility means so much more than just filling vacant job roles in a company from within. A well-built internal mobility program can help you to hire better, develop your talent & save costs. It also helps to overcome business challenges, share skills and retain your staff.
Implementing internal mobility provides you with a solid fundament when market situations are causing workload to be extremely unevenly distributed. It will mitigate the risk of losing valuable business while also giving you a head start before your competition.
Do you want to learn more about HR-Trends of 2020? Check out our previous articles here:
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