As a Business Leader or HR professional, you’ve no doubt heard of one of the latest buzzwords that’s been floating around the business and recruitment worlds:
Sound familiar?That’s because Internal Mobility is one of the most popular recruitment trends right now.
- But what exactly is it?
- And why should your business embrace Internal Mobility as part of your larger recruitment and talent development strategy this year?
In this guide, we’re going to break down the concept of Internal Mobility to help you gain a clear understanding of the benefits it can bring to your team and organization.
We’ll also hear from several global thought leaders on the topic to discuss how Internal Mobility can help businesses like yours to navigate the changing recruitment landscape now and into the future.
First, what is Internal Mobility?
Internal Mobility refers to the movement of employees between various roles, teams or functions within an organization – either vertically or laterally.
Internal Mobility enables business leaders and HR professionals like yourself to reduce the cost of recruitment by utilizing existing staff to fill vacant positions within a company.However, not only is Internal Mobility advantageous for employers, but it’s also highly beneficial for staff looking to expand their horizons and explore their interests in other roles as well – all without having to leave their current employer.
Why is Internal Mobility important for businesses today?
Internal Mobility ultimately leads to increased employee retention for the organization over time.
That’s because this mutually beneficial process (between organizations and employees) can help businesses like yours to remain adaptable and agile within the rapidly evolving commercial landscape while maintaining strong employee engagement over time.
How does Internal Mobility work?
When an organization is looking to embrace Internal Mobility, there are certain strategies and processes that they can put in place to help enable the smooth movement of employees between roles as required.These strategies can take the form of:
- internal promotions,
- temporarily assigning staff to new roles to fill short-term gaps,
- implementing a role rotation system, or
- providing regular lateral movement opportunities for staff.
In fact, many businesses who adopt one or more Internal Mobility strategies often find their commitment to the ongoing growth and development of their workforce makes their organization a far more attractive place to work for both current and potential employees as well.
Internal Mobility strategies give internal team members confidence in the future trajectory of their careers within an organisation. This creates a sense of dedication, loyalty and longevity.
Why does my organization need Internal Mobility?
As mentioned, there are several benefits to embracing Internal Mobility within your organization in the modern business era.Recently, we spoke with four of the leading voices in Internal Mobility right now to help provide a more comprehensive understanding of why all businesses should be focused on maximizing and developing existing talent.
Here’s what they had to say:
Nadine explains how today’s employees seek more than just a job – they want a sense of purpose, growth and a dynamic environment that fosters their ongoing development.And what’s the key to navigating this evolution in employee expectations? Internal Mobility.
The Employee’s Perspective: Navigating Career Paths Within with Emma Gibbons
Emma highlights the challenges faced by the modern employee and calls for a shift in the way employees are viewed – from “resources” to “talent”.She believes that a linear career path is no longer the norm, and Internal Mobility is now the best tool to unveil hidden opportunities within an organization for the benefit of all.
Ana explores how the role of the HR Manager continues to evolve as the modern-day commercial landscape becomes increasingly dynamic over time.She then explains how the future will look for HR professionals and how they can better work to shape an agile and effective workforce through Internal Mobility and talent development.
Embracing the Future: Enablers in HR Tech and Talent Strategy with Alastair Schirmer
Alastair discusses the important role of technology in enabling a more effective HR environment – one that’s heavily focused on internal talent mobility and shaping the workforce of the future.He explains that the power of HR technology lies not only in the solutions themselves, but how they are leveraged within an organization to help build a culture of evolution and development.
From these four different perspectives, it should be clear just how important Internal Mobility will be to your organization moving forward, which should leave you with just one more question…
How can I successfully embrace Internal Mobility within my organization?
Well, with GoFIGR, it’s easy.
As an Internal Talent Marketplace platform, GoFIGR is a Software as a Service (SaaS) platform designed to collect and intuitively analyse employee skill data so you can supercharge your Internal Mobility and organizational development processes.
With valuable insights collected from your team, GoFIGR allows you to:
- identify your employees’ current skills
- align them with your business needs
- realise your team’s full potential
- reduce the cost of recruitment by upskilling from within
This way, you can go and FIGR (Find, Inspire, Grow and Retain) talent with data-driven strategies
Your future team is already working for you.
Don’t let that talent go to waste – allow them to grow their career AND drive your business into its tomorrow. It’s the ultimate way to build internal mobility, foster a progressive workplace culture and minimise your reliance on the hiring cycle.
Contact GoFIGR today to discover how we can help you foster a future-focused workforce using our internal talent marketplace platform.
Helena Turpin spent 20 years in talent and HR innovation where she solved people-related problems using data and technology. She left corporate life to create GoFIGR where she helps mid-sized organizations to develop and retain their people by connecting employee skills and aspirations to internal opportunities like projects, mentorship and learning.
