If you want to make it rain inside and out, you’ve got to be able to control your talent weather.
More precisely, you must be able to understand the molecular makeup of your talent clouds, and how rapidly the combining and recombining of the molecules change the innovative power of your people.
Wouldn’t you rather be able to predict your weather rather than be carried away in the storm? That means having to look outward for talent sunshine, which is usually more costly in regards to attracting, recruiting, hiring, on-boarding and training. Necessary depending on who and what you’re hiring for, but more costly.
Companies today need talent insight on:
- What happened before
- What’s happening now
- What will happen if I move the warm front to the cold front and back again…
I’m talking about understanding who you have now who can then help later when you need them then, over there, or over there. This can include selecting from full-time, part-time, temps, contractors as well as your own customers, partners and competitors (poaching is a lightning storm and story for another time).
Internal mobility has been mixed blessing for many organizations because although many would prefer to hire and promote from within, if they don’t have the right insight on their employees and teams, then it becomes difficult making those decisions.
Of course you can open up your position searches to internal folks and compare and contrast them and then hire/promote the most qualified, but that linear thinking doesn’t help when it comes to understand how your internal folks work individually, together, what their value is combined and recombined, and how they impact your business.
In the smaller organizations I’ve worked in, it’s easier to orchestrate your talent clouds. But in larger ones it can become the cliché of the resume database that stagnates like pooled rainwater that then breeds mosquitoes, not mobility.
The HR software available today gives organizations the tools to better orchestrate their talent weather, although we all know how glacial change management can be. And you can’t have just-in-time sunshine if you can’t see through the clouds.
All right – enough with the weather. Internal mobility done right with insight can help the cost of hire be lower.
Right on.
You can read the #TChat preview here and here were last night’s questions:
- Q1: What are some of the benefits to promoting/filling jobs with internal candidates?
- Q2: What can business leaders do better to encourage internal mobility?
- Q3: What can employees do to improve their chances at internal promotions or transfers?
- Q4: How does social media fit into the internal talent planning picture, if at all?
- Q5: Is internal mobility the responsibility of the employer or the employee? Or both?
- Q6: Can internal mobility hurt a company or career? How?
A special thank you to @MattCharney and @Monster_Works for moderating last night’s #TChat!
PLEASE NOTE: Starting next week on Wednesday, August 10, #TChat will move to Wednesdays at 4 pm PT (7 pm ET). More announcements soon!
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