3 Key Ingredients For a Proactive Internal Talent Mobility Strategy

Discover the three key ingredients for creating better programs to facilitate internal talent mobility.

Graph showcasing how HiredScore's internal mobility solution

Meghana Machiraju

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In 2022, more than 70% of companies were ramping up their investment in internal mobility, while 47% of companies experienced a surge in internal hires, as per a study conducted by Aptitude Research. However, despite this growing emphasis on internal mobility in recent years, only one in four companies expressed confidence in their strategies moving forward. Alarmingly, a staggering 77% of companies reported losing talent due to a lack of career development opportunities. These statistics paint a grim picture of the state of internal mobility.

Organizations have traditionally relied on internal career sites or talent marketplaces to fulfill their internal hiring objectives. However, based on anecdotal feedback from numerous Fortune 500 clients, the engagement rate of employees with these talent ecosystems is typically below 10%. These findings raise an important question: Are internal career sites or talent marketplaces the most optimal methods for promoting internal mobility?

Probably not, which is why it’s imperative to have a proactive internal talent mobility strategy and solution in place that employees actually engage with. Here are 3 key ingredients your internal mobility solution needs to make your strategy work:

1. Removes friction for employees, meets them ‘where they are’

A common complaint from employees across industries is the lack of awareness regarding internal job opportunities. Surprisingly, up to 51% of employees remain unaware of a role's existence until it has already been filled externally.

If your internal mobility solution is simply another new tool that employees have to log into in order to provide information about their career aspirations and interests, as well as to find internal opportunities, it is unlikely that they will actively engage with these tools, as it does not align with their workflow. Consequently, employees may find it easier to seek external opportunities.

When formulating your internal mobility strategy, the primary objective should be to simplify the process for internal candidates to discover and apply for internal job openings. To accomplish this, your internal mobility solution should avoid introducing new systems or unfamiliar procedures. Instead, employees should receive tailored career coaching seamlessly integrated into their regular workflow, delivered through daily-use tools like MS Teams, Slack, email, etc.

2. Complements Existing Employee Data and HCM investments

To enhance the effectiveness of your internal mobility efforts, it is crucial to align them with your existing employee data, ATS, and HCM investments. Numerous HR systems already contain isolated data islands, which makes it imperative to leverage the potential of your current systems. These systems may already possess the necessary functionality to unlock suitable internal opportunities, so instead of introducing more systems to your technology stack, ensure that you fully capitalize on the capabilities of your existing systems.

Introduce an internal mobility solution that seamlessly integrates with your current Applicant Tracking System (ATS) and HCM systems. This deep integration helps leverage talent data from various systems to create dynamic and up-to-date employee profiles, empowering organizations to deliver highly personalized and timely matches for the perfect career opportunities.These profiles can then be intelligently matched with relevant job openings, taking into account skills, interests, and client-specific talent mobility guidelines.

3. Earns Employee Trust

If your internal mobility solution aims to provide recommendations and present opportunities within the organization, it is crucial to ensure that these suggestions align with individuals' interests and qualifications. The opportunities should be genuinely attainable for them to pursue. Many of us have come across job recommendations on platforms like LinkedIn that lack accuracy and relevance. Therefore, it is essential to ensure that your internal mobility solution offers high-fidelity recommendations rather than half-baked ones.This involves providing only highly relevant job recommendations based on a comprehensive set of rules that incorporate the employee's skills, experience, and the company's mobility guidelines, such as time in role or permissible job band compared to their current position. Furthermore, the system should consistently enhance the personalization of recommendations by learning from the employee's interactions with various opportunities. This not only helps establish trust in the solution among employees but also ensures a positive candidate experience.

Explore HiredScore’s internal mobility solution

HiredScore’s one-of-a-kind internal talent mobility solution leverages human plus machine collaboration and deep integration into employees’ existing workflows to enable smooth internal career progression at scale. It creates a world where the right roles find employees in their typical flow - MS Teams or their email inbox (See image below), without requiring them to navigate new systems or unfamiliar processes. Bringing the right jobs to where the employees are currently working will significantly boost employee participation and drive more internal movement.

In addition to effortless employee discovery of highly relevant growth opportunities, HiredScore’s Internal Talent Mobility solution provides a range of benefits:

  1. Cutting-edge opportunity matching: Industry-leading AI analyzes employees’ skills, experience, and company mobility rules to match employees with the right opportunities at the right time.
  2. Smooth employee progression: Automation simplifies the application process while alerts for recruiters and hiring managers ensure internals are prioritized.
  3. Clear visibility into mobility goal advancement: HR management gains actionable insights for effective tracking, risk mitigation, and strategic decision-making.
  4. Rapid implementation: Seamless integration with your existing talent tools delivers fast time to value with an average implementation timeline of 90 days or less.

Learn more about our solution here.

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