Issue link: https://insights.randstadsourceright.com/i/1510949
7 INTERNAL TALENT MOBILITY www.everestgrp.com | this document has been licensed to Randstad RiseSmart Employee personas ⚫ Skills ⚫ Preferences ⚫ Aspirations Opportunities ⚫ Jobs ⚫ Projects/Gigs ⚫ Succession plans ⚫ Global mobility NOT EXHAUSTIVE Inputs For employees ⚫ Fast-tracks career growth ⚫ Develops leadership potential ⚫ Accelerates learning and skilling ⚫ Allows employees to realize their full potential For HR, business leaders, and people managers ⚫ Lowers costs and improves talent availability ⚫ Facilitates knowledge transfer ⚫ Improves employee engagement and retention ⚫ Strengthens the employer brand ⚫ Delivers data-driven insights For the DE&I vision ⚫ Helps identify and properly deploy DE&I-related skills by: – Indexing, tracking, and using skills of diverse workforce members – Channeling the value of diversity-enhancing skills (such as inclusive communication and content development) ⚫ Ensures equal access to opportunities and fosters diversity at all levels ⚫ Provides insights into critical DE&I metrics for targeted support to underrepresented groups Outcomes of effective internal talent mobility EXHIBIT 2 Key aspects of internal talent mobility Source: Everest Group (2023) Solutions Internal talent mobility can take various approaches and routes depending on factors such as the organization's type and size, stakeholder group needs, and the management's long-term objectives. We highlight three approaches below: ⚫ Technology-driven solutions: Various technology providers in the market offer digital solutions to facilitate internal talent mobility. These internal talent marketplaces or skills intelligence platforms operate on the foundation of a skills ontology, which is a unique map of skills, competencies, and job architecture created for each enterprise client. They may also leverage AI to analyze employees' existing skills and then match suitable internal candidates to open job postings. Additionally, they may offer functionalities of mapping career journeys and aspirational paths, suggesting L&D resources, and providing detailed analytics on skills availability to the management. Technology solutions break the first-level barrier of opacity in internal hiring and provide employees with a view into open opportunities Key components Skill and fit assessments Upskilling and reskilling Career-pathing