Originally posted by Matt Charney on MonsterThinking Blog
Perhaps nowhere is the divide between HR theory and people practice more evident than when it comes to the issues surrounding internal mobility. In theory, employers and talent organizations almost always have a “promote from within” philosophy that formally or informally favors internal candidates.
In practice, however, internal mobility is frequently hindered by cumbersome processes, company politics and issues like salary compression which unilaterally matter more to HR than the business for which they’re recruiting.
Too often, recruiting is on a just-in-time basis, measured against the ticking clock of days-to-fill (or some similarly nebulous metric). This ‘need it now’ mentality places a premium, particularly in middle management and leadership roles, on highly specialized skills and experience that are easier to acquire on the open market rather than plan, and promote, from within.
The byproduct of this, of course, is that top talent’s professional growth, and viability, often stagnates as soon as the job does – because just-in-time is not a long term career strategy, and if the next step for top talent can’t be within, it’s your organization that’s going to be without.
Tonight’s #TChat will examine internal mobility and its impact on talent organizations, business leaders and employees. We hope you can join the conversation at 8 PM ET and let us know whether you think internal mobility is worth promoting or if it’s an issue that’s worth passing up.
#TChat Preview & Recommended Reading: 08.02.11
To help prepare, and inform, your participation in tonight’s conversation, here are some articles we recommend checking out for this week’s #TChat: “Internal Mobility: An Inside Look at Talent.”
Q1: What are some of the benefits to promoting/filling jobs with internal candidates?
Read: Knowledge Transfer: Whose Knowledge Matters Most by William J. Rothwell
Q2: What can business leaders do better to encourage internal mobility?
Read: Focus On Your Employees: The Key to Workplace Culture Success by William Powell
Q3: What can employees do to improve their chances at internal promotions or transfers?
Read: Getting Noticed At Promotion Time by Therese Droste
Q4: How does social media fit into the internal talent planning picture, if at all?
Read: Company Branding and Employee Social Networks: A Social Media Win-Win by Emily Bennington
Q5: Is internal mobility the responsibility of the employer or the employee? Or both?
The 4 Ws of Internal Mobility by Rosario Longo
Q6: Can internal mobility hurt a company or career? How?
Read: Ten Questions to Ask Before Making An Internal Move by Nancy Mercurio
Visit www.talentculture.com for more great information on #TChat, as well as other great resources on careers and hiring.
Monster’s social media team supports #TChat’s mission of sharing “ideas to help your business and your career accelerate — the right people, the right ideas, at the right time.”
We’ll be joining the conversation this Tuesday night as co-hosts with Meghan M. Biro and Kevin W. Grossman from 8-9 p.m. (Eastern) via @MonsterCareers and @Monster_Works.
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