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Talent Mobility – Recognising Talent Within Your Organisation

  • Blog
  • 19 July 2021

Future Talent Needs Of Your Organisation

As you evaluate and map out the future talent needs of your organisation, it is crucial you don’t overlook your current talent pool. Traditionally, organisations look outside for new hires and might do minimal internal advertisement. Submitting internal roles via email, or posting them to your intranet isn’t enough to attract talent within the organisation to move roles. However, as your business needs evolve, recognising talent internally could fill a huge gap.


The Future of Jobs

You know a huge amount of roles will no longer be needed over the coming years, could someone in one of these roles be willing to retrain? As well as advertising a role internally, an organisation must show their employees they are willing to support them on their internal career journey, offering mentoring, training and open conversations with their line managers is a good step forward.


Recognising Talent

The next step is having the capability to recognise talent and talent gaps within your organisation. Creating a culture of talent mobility and continuous learning may seem daunting; however, there are ways in which to make this easier than you might think. With the rise of millennials, and gen Z in the workforce, you will find your employees more empowered to learn, more agile and more open to new opportunities. However, HR and managers must understand fully their employee skill sets, their aspirations and interests, and provide the tools for them to fulfil their goals, and the businesses’, within the organisation.


Utilising technology is an excellent way to track and understand employee’s skills and job goals. Offering small gigs or projects, mentorships and encouraging employees to improve skills and learn news one will build the culture necessary to utilise internal talent mobility.


Benefits of Talent Mobility

There are many benefits to enhancing your talent mobility strategy such as lower recruitment costs, shorter on boarding times and a huge increase to your talent retention and engagement levels. You are also protecting your brand reputation by making less redundancies and saving money by avoiding redundancy pay-outs. When employees know that their organisation is looking after their future, offering new and exciting roles, employees will give back more and engagement levels increase. Investing in a well-structured, empowering talent mobility strategy could create a far more sustainable organisation with the ability and experience to move with the natural ebbs and flows of the business allowing your talent to grow and move with your organisation rather than leave.

If your organisation could benefit from developing your talent mobility strategy, get in touch today.


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