{"id":10465,"date":"2019-05-08T18:07:58","date_gmt":"2019-05-08T17:07:58","guid":{"rendered":"http:\/\/tiger-recruitment.com\/?p=10465"},"modified":"2024-10-30T11:45:50","modified_gmt":"2024-10-30T11:45:50","slug":"integrate-internal-mobility-workplace","status":"publish","type":"post","link":"https:\/\/tiger-recruitment.com\/employers-and-hiring-practice\/integrate-internal-mobility-workplace\/","title":{"rendered":"How to integrate internal mobility into your workplace"},"content":{"rendered":"
Updated 23rd November 2020<\/h6>\n

What\u2019s your business\u2019 internal mobility strategy?<\/strong><\/h4>\n

From hiring a PA<\/a> to sourcing staff across the business, it’s important for an organisation to consider the possibility that the best person for a role is already employed by their company. If this is the case, oftentimes it\u2019s just a case of putting procedures in place to encourage their career progression. This concept, officially defined as \u2018a dynamic process for moving talent from role to role at every level\u2019, is called internal mobility.<\/p>\n

As the pandemic has put a pause on some external hiring practice, internal mobility is becoming an increasingly popular option for businesses looking to harness the skills of their existing employees. So, how do you introduce and encourage the concept into your company?<\/p>\n

Why is internal mobility important?<\/strong><\/h4>\n

Essentially, despite the large pool of talent on the market, it\u2019s not getting any easier to hire. Expectations of employees continue to rise, which means businesses cannot rely on reputation or salary alone.<\/p>\n

Multiple studies have shown that career progression is incredibly important for both candidate attraction and retention \u2013 a 2020 CareerAddict study has found that 82% of employees would quit their jobs because of a lack of career progression[1], while LinkedIn’s Global Talent Trends 2020 study found that employees who move internally stay an average of 41% longer in one company.<\/p>\n

Therefore, demonstrating a strong internal mobility policy goes beyond filling a role and retaining your top talent \u2013 it can also assist in attracting new starters to your organisation, as you build a culture of learning, high performance, recognition and ambition. On a practical level, hiring internally also means you can avoid the costs of replacement and recruitment.<\/p>\n

How to encourage internal mobility <\/strong><\/h4>\n

Investing in an internal mobility strategy goes beyond advertising roles on an intranet, or communicating new openings through your internal communications \u2013 it is a complete change in mindset that asks leaders to support a culture of growth and challenge. First of all, it requires them to recognise the talent of their employees, encouraging them to build on skills they\u2019d require for the next step in their career plan. Secondly, it requires an understanding that the value of the employee to the business as a whole is higher than it is to their team, as there is a high chance that their career progression will take them to another department.<\/p>\n

\"handshake\"<\/p>\n

Educate hiring managers<\/em><\/h4>\n

As the individuals responsible for the recruitment process, it\u2019s essential you encourage hiring managers to consider internal candidates for potential roles. It\u2019s also worth reviewing how you currently advertise your roles \u2013 could you promote internally before taking it out to the market?<\/p>\n

Review training initiatives <\/em><\/h4>\n

With a bank of candidates ready to learn, it\u2019s up to organisations to encourage this enthusiasm, offering relevant training opportunities. By creating experiences that allow development, such as secondments, cross-departmental coaching, mentoring and lateral assignments, you can harness the candidate\u2019s passion and set them on the path of progress.<\/p>\n

Emphasise the success stories<\/em><\/h4>\n

Every company is bound to have at least one employee that has moved up the ranks, meaning there\u2019s at least one success story to promote to others. By telling the stories of those who have climbed up the ladder, you\u2019ll be able to provide a framework for others to replicate or at least, base their own career plan on. Show these employees off on your career pages and make sure their narrative is communicated across the business.<\/p>\n

Work with your leaders<\/em><\/h4>\n

If your leaders aren\u2019t on board with the idea of internal mobility, the chances of success are slim from the outset. Therefore, it\u2019s essential that managers actively support and encourage upward or lateral progression, integrating their upskilling into performance management procedures. This means allowing time for professional development and advocating that they integrate learning opportunities into their day-to-day role. Should a leader also be a success story, it\u2019s worth promoting their story to the wider company.<\/p>\n

Look to the left and right <\/em><\/h4>\n

Progression doesn\u2019t necessarily mean straight up. Many candidates may join the organisation in one role, but then find their skills and passions closely match a different position. Should they or their manager identify this, consider providing the resources to encourage this transition. A move sideways is still a move and demonstrates to the candidate that you are willing to invest in their development, which will subsequently increase their engagement.<\/p>\n

    \n
  1. https:\/\/www.prnewswire.com\/news-releases\/82-of-employees-would-quit-their-jobs-because-of-no-progression-careeraddict-study-reveals-300986582.html<\/li>\n
  2. https:\/\/www.easyrecrue.com\/en\/blog\/internal-mobility-numbers<\/li>\n<\/ol>\n","protected":false},"excerpt":{"rendered":"

    Updated 23rd November 2020 What\u2019s your business\u2019 internal mobility strategy? From hiring a PA to sourcing staff across the business, it’s important for an organisation to consider the possibility that the best person for a role is already employed by their company. If this is the case, oftentimes it\u2019s just a case of putting procedures<\/p>\n

    Read more<\/a><\/p>\n","protected":false},"author":6,"featured_media":10466,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[9,8],"insight-type":[13],"class_list":["post-10465","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-employers-and-hiring-practice","category-workplace-insights","insight-type-article"],"acf":[],"yoast_head":"\nHow to integrate internal mobility into your workplace<\/title>\n<meta name=\"description\" content=\"Attract and retain the best talent with a strong internal mobility strategy. Today, employers are needing to go above and beyond to secure the best talent.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/tiger-recruitment.com\/employers-and-hiring-practice\/integrate-internal-mobility-workplace\/\" \/>\n<meta property=\"og:locale\" content=\"en_GB\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"How to integrate internal mobility into your workplace\" \/>\n<meta property=\"og:description\" content=\"Attract and retain the best talent with a strong internal mobility strategy. Today, employers are needing to go above and beyond to secure the best talent.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/tiger-recruitment.com\/employers-and-hiring-practice\/integrate-internal-mobility-workplace\/\" \/>\n<meta property=\"og:site_name\" content=\"Tiger Recruitment\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/tigerrecruitment.ltd\/\" \/>\n<meta property=\"article:published_time\" content=\"2019-05-08T17:07:58+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2024-10-30T11:45:50+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/tiger-recruitment.com\/wp-content\/uploads\/2019\/05\/Job-interview-1-e1593768069816.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"900\" \/>\n\t<meta property=\"og:image:height\" content=\"561\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"David Morel\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:creator\" content=\"@tigerrecruit\" \/>\n<meta name=\"twitter:site\" content=\"@tigerrecruit\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"David Morel\" \/>\n\t<meta name=\"twitter:label2\" content=\"Estimated reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"4 minutes\" \/>\n<!-- \/ Yoast SEO plugin. -->","yoast_head_json":{"title":"How to integrate internal mobility into your workplace","description":"Attract and retain the best talent with a strong internal mobility strategy. Today, employers are needing to go above and beyond to secure the best talent.","robots":{"index":"index","follow":"follow","max-snippet":"max-snippet:-1","max-image-preview":"max-image-preview:large","max-video-preview":"max-video-preview:-1"},"canonical":"https:\/\/tiger-recruitment.com\/employers-and-hiring-practice\/integrate-internal-mobility-workplace\/","og_locale":"en_GB","og_type":"article","og_title":"How to integrate internal mobility into your workplace","og_description":"Attract and retain the best talent with a strong internal mobility strategy. Today, employers are needing to go above and beyond to secure the best talent.","og_url":"https:\/\/tiger-recruitment.com\/employers-and-hiring-practice\/integrate-internal-mobility-workplace\/","og_site_name":"Tiger Recruitment","article_publisher":"https:\/\/www.facebook.com\/tigerrecruitment.ltd\/","article_published_time":"2019-05-08T17:07:58+00:00","article_modified_time":"2024-10-30T11:45:50+00:00","og_image":[{"width":900,"height":561,"url":"https:\/\/tiger-recruitment.com\/wp-content\/uploads\/2019\/05\/Job-interview-1-e1593768069816.jpg","type":"image\/jpeg"}],"author":"David Morel","twitter_card":"summary_large_image","twitter_creator":"@tigerrecruit","twitter_site":"@tigerrecruit","twitter_misc":{"Written by":"David Morel","Estimated reading time":"4 minutes"},"schema":{"@context":"https:\/\/schema.org","@graph":[]}},"_links":{"self":[{"href":"https:\/\/tiger-recruitment.com\/wp-json\/wp\/v2\/posts\/10465","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/tiger-recruitment.com\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/tiger-recruitment.com\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/tiger-recruitment.com\/wp-json\/wp\/v2\/users\/6"}],"replies":[{"embeddable":true,"href":"https:\/\/tiger-recruitment.com\/wp-json\/wp\/v2\/comments?post=10465"}],"version-history":[{"count":0,"href":"https:\/\/tiger-recruitment.com\/wp-json\/wp\/v2\/posts\/10465\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/tiger-recruitment.com\/wp-json\/wp\/v2\/media\/10466"}],"wp:attachment":[{"href":"https:\/\/tiger-recruitment.com\/wp-json\/wp\/v2\/media?parent=10465"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/tiger-recruitment.com\/wp-json\/wp\/v2\/categories?post=10465"},{"taxonomy":"insight-type","embeddable":true,"href":"https:\/\/tiger-recruitment.com\/wp-json\/wp\/v2\/insight-type?post=10465"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}