Research from LHH has shown that just 8% of employees actively seek internal opportunities, largely because companies are failing to engage their own staff, instead opting for external candidates. Typically, looking for new people points towards a skills gap, or perhaps an oversight of the current talent pool.
Read more: Five lessons on building an internal talent pipeline
To increase the chances of internal mobility, employees are increasingly seeking upskilling opportunities to advance at work. LHH’s research has found that 64% of workers believe that companies should upskill the current workforce before hiring externally, and 61% feel that internal candidates should be considered first. This highlights the need for talent retention strategies focused on career ownership and growth, recognition and rewards.
The key question is: how can we boost internal mobility, establish the right strategies and improve business operations?
How businesses can champion internal mobility
To improve internal mobility, employers should focus on leadership development and upskilling. Providing employees with opportunities to enhance their leadership skills supports a pipeline of capable leaders for development. For example, employers can offer mentorship programmes, leadership training workshops, and rotational assignments that expose employees to different roles and challenges within the organisation. Additionally, upskilling initiatives such as continuous education programmes, certifications and on-the-job training can help employees to acquire new competencies and stay relevant in today’s job market.
Read more: Kraft Heinz’s recipe for successful internal mobility
Career ownership, and driving and setting personal goals, is also crucial for internal mobility. This increased sense of ownership and visibility can increase confidence, engagement, and satisfaction, encouraging employees to stay and grow within the company.
Also, promoting flexibility and a healthy work/life balance is essential. Many employees struggle to manage their professional and personal lives, which can lead to burnout and resignation. A supportive and flexible work environment helps alleviate this stress, allowing employees to thrive at work and home.
To further support internal mobility, employers can seek professional support to boost their efforts, for example tools to identify insufficient internal mobility and advice for developing effective action plans. By collaborating with talent solutions providers, businesses can ensure a more structured and strategic approach to enhancing employee growth and retention.
Partner with providers to boost internal mobility
By working with talent solutions providers, companies can access career pathing tools, and skills gap analysis which can help to identify the best candidates. Experts can also design and implement tailored training and development programmes to upskill employees. In addition, advanced technology and data analytics can track employee progress and predict future talent needs, enabling proactive career development and succession planning.
Read more: How to build a culture that supports internal talent development and mobility
With advances in AI, skills matching technology can enable hiring managers to access and review internal candidate profiles in real-time, identifying the best-fit candidates for current and future needs. The technology can match employees' skills direct from CVs to open roles, ensuring internal talent is assessed before seeking external hires.
Working with talent solutions providers from the very start will also increase the chances of finding and retaining the right talent from the beginning. Managed outsourced recruitment solutions can support talent throughout their careers – from onboarding through to gaining access to leadership courses and strategic guidance for internal mobility.
Prioritising internal mobility is crucial for staff retention, employee happiness, and business revenue. Not only does it save on recruitment costs, it can also foster a culture of personal growth and helps organisations to retain top talent. Ultimately, employees who feel rewarded and happy will serve as true ambassadors and enable their companies to adapt, thrive, and lead in their industries.
By Jonathan Firth, vice president, recruitment solutions, LHH
