In this 5-minute read, you’ll see how the way you connect personnel with new opportunities isn’t so different from sourcing externally. Except for one key difference: internal hires result in reduced recruitment marketing costs, speed, and retention in times of transition.
Your top candidates may be within your existing workforce
Internal mobility isn’t a new focus, but it’s now a key differentiator for current and future talent management. When COVID-19 hit, HR’s top priority wasn’t to hire new personnel. It was to keep their workforce productive and safe while we all figured out what was next.
Efficiently hiring internal talent comes down to understanding the tech and mindset to make it quick and turnkey for your talent team.
How internal mobility eases the impact of COVID-19 on your workforce
Filling critical talent gaps with existing superstars can support your team with:
The ongoing concern for workforce stability among essential services overwhelmed by demand and those non-essential services hurt by financial cuts
Critical business priorities that call for redistribution of skills, while capitalizing on the additional time personnel have for professional development and creativity
Strong retention of those who went through the pandemic and chose to grow with you
Quick conversion of successful short term or contingent hires to full time roles
Gartner adds to this, “Many organisations need to gather knowledge of their internal skills in new ways. This has led to increased interest in internal talent marketplaces, which can help managers with the redeployment of staff from low-demand to high-demand activities. Furthermore, these solutions can help organisations tap into existing talent when external hiring is not an option. They also make it easier to reskill and upskill talent when new skills are needed quickly.”
But there’s a new chapter to that evolving story. Bring your virtual recruiting best practices to your internal hiring experience.
5 ways to build a recruiting experience that embraces internal mobility
Create a clear path to career progression- Do personnel wanting to grow know where to go? Just like you would advertise jobs to new talent pools, consider how you can get new openings in front of personnel first. Many employers use their career site technology to build an internal career portal that lets personnel quickly apply with the information already in your system, marking them as internal candidates to trigger a preconfigured hiring workflow.
Discover internal matches and engage them first- Maybe your perfect fit for a new role isn’t actively considering a role change. Passive talent pools live within your employee base too; having an easy way to identify where transferrable skills and experience exist in your organisation lets you reach out first. AI-informed candidate matching considers your employee base in addition to external talent pools when a role opens up, to show you the best match for a successful hire.
Build a dedicated internal workflow that reflects the process for new talent- Once an employee applies for a role, there are many steps they can likely bypass that a new candidate would have taken. Look at your hiring software and consider if internal applicants are clearly represented in search results and automatically sorted as their own talent pool for relevant communications. You may also want to look at your ability to create an offer letter template specific to internal hires that can be accepted through an e-signature to make the process quick and repeatable.
Keep engagement high– Many of us will remain remote, and one thing we’ve learned more in 2020 than ever before is the importance of authentic communication. Just like external job seekers, your personnel likely have email on their phone, but appreciate the instant nature of texts. While these personnel have unique access to recruiters that they may know well, flexible communication channels and regular status updates shouldn’t fall off your radar. Keep people informed with automatic text messages triggered by key milestones in the process such as a video screen invitation, a skills assessment, or a final interview. It goes a long way in the relationship you’re building, even if that relationship began years ago.
Don’t let onboarding slip– Yes, these people are existing personnel and won’t need the robust onboarding programme of a typical new hire, but may need a refresher on critical information and key tasks to perform well on day one—especially without in-person training or team bonding available. Customise an online, self-service onboarding portal with relevant tasks that may include things like updating email signatures, while also maintaining the sleek look that welcomes them with the same excitement a new company would provide.