How businesses can fight “New year, new you” mentality to retain top talent

(1) Take a holistic and strategic approach

When implementing internal mobility programmes, companies need to utilise supporting technologies that can facilitate employee and candidate marketing. This provokes interest among employees and educates them as to the opportunities available within the business.

The majority of employees do not have a full understanding or visibility of available opportunities and so, in having the tools that enable organisations to communicate with employees more frequently, they will be more aware of the opportunities and inspired to apply for positions within the company.

(2) Keep it simple

Companies who make an effort to provide their employees with all of the information, collating it into a single location are the ones who will see success.

Having a single portal that is easily accessible and consumable for employees is important as it means employees will not have to go searching across multiple intranet sites.

Additionally, having this portal highlight what support will be given should an employee move positions, can be incremental in the candidates’ decision making process.

For instance, if an employee sees a position which requires relocating, if employee resource groups that provide support for such transitions are made visible, then they will be more likely to apply for the role as it will be a much more informed decision.

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(3) Culture is key

Companies need to instill the mentality that internal mobility is positive and spread the culture throughout. Internal mobility needs to be spearheaded by senior management, providing the rest of the workforce with the confidence to seek out and apply for internal roles.

It creates a healthy environment for employees, increases the diversity across work/project teams as well as having a positive impact on the organisation and its employer brand.

Internal mobility should be seen as one of the keys to success in any recruitment initiative. 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.

As with any candidate experience, it’s critical to make the process as seamless, engaging, and accessible as possible.

Organisations can find it to be an extremely effective business strategy as it encourages high-potential individuals to be nurtured and retained to ensure leaders of the future are in place to drive the business forward.

In short, it’s about educating, provoking and inspiring employees to seek opportunities within before considering external opportunities.

If you’re worried your staff may be looking to move on, it could be because there are practices that they don’t approve of, so meet the five businesses you should never copy when it comes to company culture.

David Marzo is the global VP & GM at talent acquisition firm Futurestep

Image: Shutterstock

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