Old way vs. new way: Talent mobility in HR

When implementing a talent mobility strategy, some HR leaders feel as if they are playing chess by strategically moving talent from role to role. To make the best decisions, you must thoroughly analyze your organization's goals, just as you would in chess. 

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To achieve this goal, you could opt for traditional methods such as manually reviewing resumes, internal job postings, and various internal transfers, which may not be as targeted as they could be. The worst part is that it takes so much time. To avoid this time-consuming process and frustration among staff members, you'll need to devise a new method. Let’s talk about it. 

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The evolution of the concept

Although talent mobility has always meant the same thing, the process by which HR leaders move talent to the best role for their skills and organizational goals, the real change over time has been how to do it. 

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A traditional and out-of-date concept seeks to limit the relocation of talent for physical and international assignments. However, that is now so limited because the job environment is as follows: by August 2023, 13% of full-time employees were fully remote, 57% were full-time on-site, and 30% were in a hybrid arrangement. And that percentage is set to rise in the coming years. That is why today's talent mobility strategies must prioritize internal role changes, project-based assignments and virtual positions that cross geographical boundaries. Given this new reality, the Cornerstone 2023 study found that 73% of today's employees want to know about career opportunities within their organization, and 80% prefer to explore those opportunities using self-service technology, demonstrating how today's talent mobility strategies must be modern, focused on people, AI-powered, and depart from the traditional approach to improve employee engagement and retention.

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Traditional talent mobility approach

This approach tends to be linear and process-oriented, with internal moves and promotions decided primarily through manual systems and infrequent, sometimes annual, performance reviews. This model is distinguished by its reactive approach, only mobilizing talent in response to an existing vacancy or an urgent business need, rather than proactively planning for future requirements. Some of its characteristics include:

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• Manual tracking and administration: HR departments would manually track employee skills and performance, often leading to outdated or incomplete information.

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• Infrequent performance reviews: Typically conducted annually, these reviews provide a limited snapshot of an employee's capabilities and contributions.

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• Internal job postings: This strategy requires employees to actively apply for roles, sometimes creating barriers to discovering hidden talents within the organization.

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• Limited visibility: Manual frameworks prevent users from seeing the true skill overview across the organization, resulting in poor decision making. 

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• Silos and departmental barriers: ‍When departments are not connected, their employees are unable to apply for job openings in other departments, limiting career advancement. 

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These manual and outdated frameworks create a number of challenges for both organizations and employees, making talent mobility a time-consuming task that HR leaders cannot effectively manage. The most significant consequence is a lack of growth, as the company is unable to correctly identify its employees' skills, making it difficult to align their talent with the needs and objectives of the business. This misalignment affects not only company goals, but also individual goals. On the other hand, employees in companies with an outdated talent mobility strategy often feel undervalued and frustrated because they do not see real advancement opportunities, which leads to turnover. And, as you are aware, turnover is one of the most significant challenges that a company faces because it raises the costs of recruiting and training new employees. Employees who see their colleagues quitting will follow suit soon. 

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How can you avoid all of this? Organizations must focus on modern talent mobility strategies that use more agile, technology-driven approaches to help create a more dynamic, engaging, and responsive organizational culture. Let's look at it. 

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Modern talent mobility

Now that you have a thorough understanding of the traditional talent mobility approach, it is time to learn about the modern approach that will lead you to a dynamic and skill-based organization. As previously stated, the new approach utilizes technology to manage and develop your employees' skills. As a result, the organization is more agile, with each employee having the opportunity to advance their professional career while adapting to upcoming changes. The goal is to proactively address the needs of both the company and its employees. Here are the main characteristics of this new approach:

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• Technology integration: Use of AI-powered platforms to identify skills, run real-time tracking and forecast future skill needs. 

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• Agility: Effective use and analysis of rich data to make quick decisions and change the strategy according to market changes and internal insights. 

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• Personalized career growth: ‍Building of personalized development opportunities for each employee based on their skills and aspirations. 

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• Skills development: The design of strategies, resources and educational pathways to prepare the workforce for future challenges and opportunities.

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• Cultural shift toward flexibility: Cultivating an organizational culture where the core values are innovation, openness and employee engagement. 

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Organizations that implement modern talent mobility report higher employee retention, satisfaction, and overall business agility. One of the most important strategies resulting from modern talent mobility is continuous learning, which LinkedIn's 2020 Workplace Learning Report identifies as the key to increasing employee retention. That is explained by employees' feelings of loyalty to a company that invests in their professional development.

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To achieve these goals, companies must take a comprehensive approach that includes not only the implementation of new technologies, but also a shift in organizational culture and mindsets. In this case, HR professionals must incentivize the cultural shift by advocating for the integration of innovative solutions and creating a supportive environment in which talent mobility is viewed as a critical driver of organizational success and employee satisfaction. In a few words, modern talent mobility strategies prioritizes agility, employee development, and proactive planning.

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Create a modern talent mobility strategy with Adepti

Are you ready to implement a modern talent mobility strategy within your organization? Adepti provides a skill-based talent management solution that enables you to make strategic matches between roles and employee skills that align with your objectives while increasing productivity. Our predictive analytics identify and close skill gaps, ensuring that your employees are prepared for future challenges. Schedule a free demo today to ensure that the right people with the right skills are assigned to the right roles.