Internal Mobility: The Eye Opener You Need

Growing a company requires external talent to come into the organization. This is always a good sign meaning your company is expanding and providing people with jobs.

And while the growth of your company is paramount to its success, it is equally important to consider how to leverage one of your company’s strongest resources – it’s employees. 77 percent of companies reported that they promote within, however; out of that group, how many actually have an effective internal mobility program established that benefits every employee? Most often than not the majority of the internal talent available is not considered for another position. The employee’s ultimate choice is to stay and be unengaged or leave and start over.

Recruiters, it’s time to start paying attention to your internal candidate pool. You’re already sitting on a gold mine of valuable and experienced candidates. Take advantage of it and implement an effective internal mobility system.

66% of job seekers look at their current company before looking elsewhere

When a new hire starts, their enthusiasm is at an all-time high and they have the same questions running through their minds:

How can they exceed their manager’s expectations?

How quickly can they climb the ladder?

What’s the maximum role they can attain?

Your talent wants to grow and is comfortable working for your organization. Don’t discourage them every time a new role becomes available by filling it with someone else who’s new to the company. This kills morale, engagement, and innovation.

In fact, the employees at your company who are most upset with you for not giving them a shot are some of your top performers, and those same individuals will contemplate leaving if you continue sourcing outside the company.

We call this the Number 2 Dilemma.

Imagine employees on a numerical performance scale from five to one. Fives are your most underperforming workers and your ones are those on the fast track to C-suite positions. Your number twos keep getting passed up for positions that they could potentially do better than your number ones.

By putting your blinders on and focusing your attention on number ones and barely allowing a chance for your number twos to prove themselves, they’re getting frustrated and their morale is fading fast.

Work with department heads to identify these candidates and start the internal recruitment process before going through the lengthy and expensive ordeal of looking outside. Internal mobility platforms will raise employee engagement and make your job easier as the recruiter by filling up your pipeline with strong candidates at your fingertips.