So now your people are enthusiastic about their future in your business. They’ve identified where their skills are strong and where they need to be better. Each one of them has created a development plan. You’ve given them a personalised learning experience. And thanks to your internal marketing plan, you keep reminding them of the opportunities there are to move around the business. Effectively tying all these elements together will enable you to successfully implement and improve internal mobility across your business.
The final step? Having an accessible, centralised system that provides an inclusive pipeline of internal talent for your recruiters.
We know recruiters’ lives aren’t easy. Some can have upwards of 50 requisitions on their plate at once. So filling individual roles needs a targeted approach to enable them to source from your existing internal talent. The beauty of having a central system where employees assess their skills and rate themselves against other roles is that it also serves as a talent database to identify potential candidates within the business.
This is more than a job alert on the internal job board too, or a pipeline of people who have previously applied for similar roles. It’s an intelligent, skills-based CRM of internal talent with validated skills and defined future career aspirations. It enables recruiters to be proactive – they don’t have to rely on posting roles on the internal job board and hoping people see them and apply. In short, it’s the holy-grail for in-house recruiters.