Internal mobility is the process of moving employees from one position to another within an organization.
And for many companies —77%, in fact— having a culture that promotes internal mobility and facilitates recruiting from within, is critical.
The benefits are obvious, and include faster time to hire, positions filled by individuals who have already proven to be a good fit culturally and whose working style you know to be effective.
It's easy to see why the companies surveyed by CareerXroads in its 2014 Source of Hire Report opted to fill "more than 41% of their openings from current employees.”
So what can your company do to improve internal mobility and recruit more from within?
Recruitment marketing: attract, engage, retain
Usually when we talk about recruitment marketing, we focus on outbound efforts — campaigns and content created to attract and engage external candidates. But what if you were to apply the same techniques and practices internally?
Showcasing your culture
Talent acquisition and employer branding professions focus much of their time and energy on communicating information about the company — its mission, values, and other aspects that shape its unique culture — to the outside world as a means of generating interest from candidates.
Try investing some of that time and energy in creating and delivering content that offers a similar level of insight to those already within the organization. Not only will information-sharing foster trust and lead to greater alignment across teams and departments, employee engagement will increase, too, and as a result, so will the likelihood of existing employees wishing to remain a part of the organization — albeit in a different role.
Ensuring visibility for your jobs
In reality, most current employees will not make a habit of visiting your company’s career site on a regular basis to look for new opportunities. They may not follow your dedicated Twitter account either, or read your careers blog, because as far as they're concerned, the target audience for these channels exists outside of the office.
The best way to ensure that existing employees are aware of openings within the organization, is by delivering engaging and well-considered content that offers this information, directly to them. How? Leverage email, social, and collaboration or messaging tools. Think email campaigns, a Slack channel used exclusively for distributing jobs-related content, or a Facebook group that is open to current employees only.
And forget about circulating dull-as-dishwater job descriptions.
If hiring internally is your goal, the collateral you share must go above and beyond a basic job description and speak to the needs of the existing employee.
In this audio clip, Bill Boorman explains the importance of communicating “stories of jobs,” as opposed to mere descriptions as a means of engaging existing employees.
Make the themes of “progression” and “learning” central to the recruitment content you create for internal communication purposes, and consider that your employee will benefit from information that covers the following:
- What is the current focus of the department or team that’s looking to hire? What are they working on?
- What would they actually be doing? Who would they be working with? Who can they learn from?
- Why they should see this as a progression within the organization, and where it could lead to.
- If their end goal is to end up in a senior role in 5 years, what’s been the path for other people?
Before looking out, look in
Promoting a culture that openly encourages internal mobility is not only key to filling positions faster and more easily, it can be a major boost for employee morale, too. By making opportunities for change and/or advancement within the company known to employees, an organization conveys the value and potential it sees in its staff — which leads to improved employee retention and a stronger employment brand, too.
Internal mobility starts with communicating the right information to the right people at the right time. Before you begin talking to the outside world about why yours is a great organization to work for, try talking to the people who already work there about why they might want to stay.
Clinch is the smart recruitment marketing platform. To find out how we can help your company attract, identify, nurture and convert more great candidates, click the link below to request a demo.