Futurestep, a Korn Ferry company specialising in high-impact talent solutions, have revealed results of an executive survey on internal mobility programs. Of the more than 1,000 executive responses, 87 percent said that having a strong internal mobility program, whereby employees are encouraged to apply for new roles within their organisation, would definitely help with attraction and retention efforts. However, only one-third report that their companies have such programs. Further, nearly one-third (32 percent) said employees have to keep their intent to apply for new positions within their company a secret from their current managers.
“Successful internal mobility programs help hiring managers learn about the skills, experiences and aspirations of internal candidates, while employees learn about new roles that will allow them contribute to the organization in new and different ways,” said David Marzo, Futurestep Vice President and General Manager. “This kind of organizational transparency can increase employee engagement and retention while shortening time to productivity and reducing competitive intelligence leakage.”
Respondents were split on the question of what is more effective in finding qualified job candidates, with 45 percent favoring searching within the company’s existing employee base and 55 percent favoring external searches.
“In addition to solid external recruiting efforts, we see internal mobility as one of the keys to success in any recruitment initiative,” said Futurestep President of Global Talent Acquisition Solutions, Jeanne MacDonald. “In today’s “always-on” highly technical workplace, it’s increasingly difficult to find qualified talent. Giving current employees the opportunity and the mechanisms to reach for new positions will help ensure an effective workforce now and into the future.”
In terms of delivery, of those who have internal mobility programs, 40 percent say it is offered via a dedicated internal mobility portal, and 9 percent say it is offered via a dedicated email or newsletter.
“When developing these programs, employers should take into consideration the habits of their employees and think creatively about ways to build community and engagement. For example, leveraging outbound content marketing techniques to deliver personalized content which serves as a mechanism to build engagement, promote your internal mobility program and continuously remind employees of the opportunities to further their career,” said Marzo. “As with any candidate experience, it’s critical to meet these internal candidates where they are and make the process as seamless, engaging and accessible as possible.”
Full press release on www.futurestep.com