How important is data when grappling with furlough, redundancy and recruitment?

One of the big trends emerging in talent acquisition since the coronavirus pandemic struck has been a greater need for internal mobility and redeployment. Data-driven decisions for this have never been so important

To approach internal mobility and redeployment during this uncertain time and beyond, here are some top tips.

Be adaptive and dynamic


Internal mobility and redeployment are about having the right people in the right places.

Businesses must be adaptive and dynamic, recognising the fragilities of the jobs market in these uncertain times. They are more likely to thrive if they remember the importance of keeping core skill sets within a business, even if a role is not practical in the current time.

Performance data can help you identify where to do this.

Offer current employees alternate positions in the interim where feasible


Retain skilled talent and see if you can move them to alternate roles in the interim which, although might not be a natural fit for them, will give them an opportunity to support the business in the areas where there is most need.

This will help to make the employee feel protected, maintain employer advocacy and reduce any potential risk of involuntary turnover.

Empower internal candidates with tailored job boards


Another way to keep great staff and reduce ramp time is to look at internal job boards and redeployment platforms.

These can be powerful in building a satisfied workforce, reducing involuntary mobility and creating confidence in concerning times. It can also help with employee mental health when they feel they are being looked after.



Get the best out of your alumni too


Internal mobility also includes former employees who were really good but left. These difficult times sadly see many employees facing uncertainty - be it furlough or redundancies.

Alumni job boards can be a good way of re-engaging those who left without any negative backstory. You can post jobs here before general release, perhaps making contact with them using LinkedIn or in nurturing emails.

Seek to limit sourcing costs

Internal mobility and redeployment is a great way to reduce costs and avoid unnecessary agency fees. Savvy employers can keep moving through every feasible current and past employee steps to fill vacancies before having to advertise on general release. Done well, it speeds up processes, realises efficiencies and retains top talent.

To summarise, internal mobility and redeployment are key ways for employers to ensure you have the right people in the right place at the right time, and is a key component of workforce strategy in any economy.

The time is prime to drive redeployment strategies quickly, in response to rapidly evolving business demands.

Charles Hipps is CEO of Oleeo

Further reading:

HR responds to COVID-19: DHL Supply Chain

War on talent: how to avoid losing the battle during the downturn

Pernod Ricard has launched an online internal mobility strategy

In-house recruitment: Don't overlook the talent in your own organisation