According to Gallup, almost half of the US workforce report that their job can be done remotely, at least in part. It means that 60 million Americans are remote capable employees.
While it's a start, only offering remote work and hybrid options isn't enough to draw in and retain the most diverse talent.
Talent mobility in a hybrid world means evolving with HR technology. Software like digital employee engagement platforms addresses talent mobility, optimizing employee experience, promoting work performance, and providing a work-life vs. home-life balance for every employee.
What is Talent Mobility?
Encouraging talent mobility is one of the vital parts of retaining employees. Talent mobility means that those inside an organization can move between departments, positions, or branches. It keeps them engaged and involved, even remotely, and means that employees are not pursuing prospects elsewhere.
For example, internal marketplaces list every available position, including hybrid work. It not only promotes internal mobility but also has the power to attract young and diverse applicants globally.
A robust talent mobility strategy saves companies money by simply supporting their employees with exciting opportunities and experiences.
What does talent mobility look like today?
It's time, energy, and money to list a job opening, especially leadership roles. A company is looking at advertising costs, and onboarding isn't a cheap process.
Talent mobility now allows organizations to recruit from the inside. Current employees already understand a company's workplace culture and the required skills, and the transfer between positions is seamless. And talent mobility reduces the strain on HR departments, which is always a plus.
What talent mobility looks like today might not be the same tomorrow. Software and technology are evolving as the need for remote and hybrid positions rises.
Make Hybrid Models That Work for You
A company has three primary hybrid work models to choose from. The one thing all three have in common is that they require a robust infrastructure to be successful. Which often means adopting new and innovative talent mobility software.
Mostly In-Office
A significant drawback of in-office positions is that there is little flexibility in scheduling. When a company limits work-from-home options, it also limits the potential talent that would apply for the job.
With that said, not every job is doable for remote working. But, when possible, offer a flexible work model by bringing in the best talent and retaining the most qualified employees.
Home and Office Switch
An organization has a little wiggle room regarding the office-occasional model. It allows employees to switch between the office and home and the flexibility they need for a work-home balance.
A company can accomplish this in a few different ways.
- Some employees have scheduled in-office days, while other employees work remotely.
- Every employee works in-office for a portion of the week and remotely for the other part.
- All employees work remotely and only come to the office when it's required and necessary.
Remote First or Only
More and more, talent is looking for positions that are remote only. When possible, an organization should offer remote work. It attracts a more diverse pool of applicants because there are no geographical constraints.
One huge benefit of allowing employees to work remotely primarily is that a company saves money on physical real estate. That money then can go toward implementing better talent mobility tools to make remote work accessible.
How to Put Your Best Foot Forward
The ultimate goal is to build mobility using internal and external talent. Organizations retain employees by fostering talent mobility and giving internal talent options.
Cultivate Internal Talent Pipelines
Internal pipelines are the pipelines of success. Current talent understands the current work culture, pain points, and overall values.
For companies, identifying and mobilizing critical skills from the inside helps to remove hierarchical barriers and gives HR the power to find the best talent in-house.
Transparent Paths and Plans
An organization benefits when they offer visible career paths and succession plans.
Career Pathing
The employee-driven environment gives talent the power to map out their own career development.
The systematic process of career pathing allows them to develop their own path inside of a company. Employees want autonomy and control over their careers.
Succession Plan
Managers and leaders will find jobs and move on. Rather than go through the hassle and expense of external talent searches, an organization focuses on recognizing and nurturing talent to one day fill that critical position.
Visible succession plans provide an internal ready-made talent pool when a business-critical position becomes available.
Learning and Development Programs
Internal talent mobility opens up doors for employees to grow within an organization. It doesn't necessarily mean that someone wishes to move up in a company. Many appreciate the gained knowledge and deeper expertise as long as they feel they're growing in their role.
Strategically mobilizing talent means tapping into the undiscovered talent and intentionally developing critical skills that give an organization a competitive edge.
Cross-functional Projects and Rotations
Part of a talent mobility strategy is aligning the right talent with the right positions and projects.
Cross-functional projects and collaboration provide talent visibility and insight into what others are up to and how to grow better within the organization.
Break Down Internal Barriers
Understanding different facets of a company remove indivisible barriers between teams and the traditional hierarchy.
For example, when a team member better understands their manager's responsibilities, the better an employee can perform theirs.
How a Company Benefits from Talent Mobility
Reduces Turnover
By fostering internal talent, a company reduces the odds that employees will leave and take their contacts and knowledge with them. And, in turn, reduces the cost of hiring a replacement.
- Job advertisements
- Background checks
- Assessment testing
- Onboarding process.
It's also saving valuable HR time. For instance, if an employee is already excelling within the company, a manager may opt not to do an interview.
Engages Employees
Talent mobility technology taps into talent and provides them opportunities to grow and move up in an organization. Without some mobility and development, a company risks losing its best talent to better growth opportunities elsewhere.
Career development resources and opportunities retain the internal talent mobility that an organization requires to be successful.
Reveals Hidden Talent
Talent mobility means a company can identify underutilized or hidden talent. A company has already invested in employees' development and support, prioritizing them as candidates.
Offers Much-Needed Agility
If 2020 taught us anything, it is that agility within an organization is the only way to navigate disruptive events, regardless of the circumstances.
Talent mobility strategies enable smooth internal transitions from role to role, which supports a growth mindset that agility requires.
Prioritizes Employee Experience
The fact is, internal hires outperform those recruited externally, which makes prioritizing an employee's experience a must in terms of retention.
Strong talent mobility programs create overall satisfaction from the onboarding phase onward.
Where Remote Work Software Comes In
An organization must adopt user-friendly talent mobility technology in a remote and hybrid world. At the same time, no one wants different software that serves various purposes.
- Talent mobility
- Optimizes employee experience
- Promotes work performance
- Provides a work-life vs. home-life balance for every employee
Digital Employee Engagement Platform
In terms of hybrid and remote work, a digital employee engagement platform keeps managers and employees in the loop and energized.
Employee Directories
Employee engagement software creates an environment where collaboration and sharing are easily accessible, regardless of where you are.
Remote Communication
The cloud-based software allows organizations to communicate with employees using various channels, including email and instant messaging.
And a digital engagement platform fosters collaboration regardless of schedule or even time zone.
Interaction
Employee engagement software encourages interactions and relationship building. It means that social interaction is even more important for remote and hybrid work than for in-office positions. When employees bond, they are less likely to find a position elsewhere.
Engagement
Boredom and burnout lead to underused talent finding somewhere else to go and taking what they know with them. The multi-purpose software keeps employee morale high and keeps talent actively engaged.
Checking the Pulse
Surveys and polls are among the best ways to check in with a workforce and get feedback. It is the way that organizations measure various factors of talent engagement and find ways to optimize their talent mobility strategy.
Measuring Employee Engagement
Employee engagement metrics and usage are immeasurable without HR software that tracks analytics. Employee engagement is measured based on a combination of motivation, happiness, satisfaction, and commitment, which makes it not altogether straightforward.
A company can see the bigger picture and measure employee engagement using a digital employee engagement platform.
Structure Talent Mobility
HR software should address as many needs as possible. Structural provides an organization's HR department with the tools required for every process.
Structural addresses talent mobility from the onboarding process to internal development opportunities. A digital employee engagement platform provides you with a way to promote engagement even when employees are remote working.
Structural's digital employee engagement platform free demo allows you to explore the opportunities of implementing innovative software.
