Hiring the best talent cannot suffice the agility and flexibility goals of a business. Top talent always steps into an organisation with a growth mindset. They understand the importance of developing their skills and taking up new roles and need a sense of career advancement. Thus providing talent an equal opportunity to grow is important, and this can be done through talent mobility.
Talent mobility is when employees are able to move between different positions within their organisation. Through establishing talent mobility, HR managers can get insight into employees' skill set, backgrounds and career aspirations. With these insights they place employees into new roles matching their goals. Talent mobility helps organisations to meet the changing market needs, increase efficiency along with improving employee satisfaction.
Talent mobility is the secret sauce to create an agile and happy workforce. There are a number simple ways to introduce talent mobility in business:
Talent mobility helps companies become more agile. Organisations can dynamically develop and align their workforce suiting the business needs. Internal talent mobility allows HR professionals to strategically plan their human resources and connect them with opportunities at any level of the business. This not only helps companies utilise the untapped skill set of their human resources, but also meet organisational goals. One of the biggest challenges HR may face is identifying skills within their workplace and where they lie. The best talent can be found within the organisation, but a lack of visibility between the teams can make this talent go to waste. To develop a culture of transparency, HR can launch a talent marketplace within the organisation. This can make it easier for employees to find new opportunities, whether a short term gig or a long term project.
As per a LinkedIn Survey in 2021, about 74% of the employees were using their jobs merely as a shelter. The only motivation that kept them going was a steady paycheck or the monetary perks and benefits.
The situation is likely to stay the same even this year, if employees won't find any other reason to stay in an organisation except for money. They are likely to leave if they won't be able to forecast growth opportunities in the organisation.
When an organisation loses their top employee, they also have to bear the cost of productivity and knowledge of that talent.Also, finding the replacement is another cost companies have to bear.
Retaining top talent means providing them with adequate opportunities to grow and test new waters. Providing employees an opportunity to move within the organisation and taste new experiences is a great way to ensure they stay for a long time. Reduction in employee turnover is the best indicator that the mobility strategy is working.
When employees feel valued and motivated, they do not hesitate to bring their best to the table. They are likely to take an initiative whenever an opportunity is presented which requires them to push their boundaries. Through internal mobility HR managers can create an internal talent pipeline of motivated and skilled employees, ready to take on responsibilities when required.This can cut the onboarding time required by the new hire, especially in leadership roles. Management gets to understand their employees' backgrounds better and can work towards supporting employee goals, resulting in better connection between employees and the management.
Effort is a two-way street. If employees are putting their effort to provide value to businesses, organisations should return the same by investing in employee development. Through talent mobility, companies can connect employees to their desired roles. When employees are able to notice the effort a company is putting into their career advancement, they feel inspired to reach their full potential. Letting your employees move around teams gives them a chance to establish a connection with the other members as well. This arrangement can be beneficial especially when organisations are working in a remote setting.
A lot of companies are focusing on diversity and inclusion in 2022 and in the coming years. Even employees wish to work with organisations that support DEI. While achieving DEI can be complex, providing equal pay and opportunities to employees irrespective of their gender is a good initial step. A lot of organisations still struggle with women's equity in the workplace. It is comparatively harder for women to re-enter into the workforce, if they exit due to any reasons. To encourage continuous female participation, many companies are using talent mobility. With the help of internal mobility, companies can encourage continued female labour participation. This can be done by allowing them to move to flexible projects and long-term assignments. Talent mobility will enable the female employees to stay relevant in the workforce while getting a chance to upskill themselves.
Every talent requirement cannot be fulfilled within the organisation. While companies will be moving people into different short-term and long term roles, they also have to ensure the work pressure does not pile up on one employee or department for that matter. That is when HR can use the external talent pipelines. External talent marketplaces can play a huge role to help businesses introduce talent mobility and have an agile structure. By hiring freelancers and contractors, companies can fill the productivity gaps and get things in order.Since freelancers require minimal training and are mostly adept in their craft, the company also saves hugely on the cost of hiring and training a new employee.
FlexC is an AI-enabled external talent marketplace that can help businesses find and manage top talent. Through FlexC's AI recommendations, HR will be able to onboard best freelancers and contractors for their short term and long term talent requirements. The platform even simplifies their performance tracking and invoicing. FlexC's dashboard showing real time data will help businesses track the productivity of freelancers and contractors and analyse how they are contributing in the company's professional development.To achieve successful talent mobility, businesses need to adopt a 'buy, budge or bring' mindset. And to buy or bring new talent in the workplace, there's no better place than FlexC.