An agile and adaptable workforce is needed by companies today more than ever. Continuous progress and expansion demand the finest individuals in each job, and high levels of motivation for all employees. So that integral talents can be mobilised at any time and wherever in the company, Human Resources (HR) must have a comprehensive awareness of internal talent pipelines as well as external talent networks. In other words, talent mobility may be leveraged to your benefit if you have the right people, with the right skills, at the right time, in the right position at your firm. To be successful in the future, your firm must be able to develop a flexible workforce and match it with strategic, market-specific business demands.
Now that we grasp the importance of talent mobility, the question is, how does your company execute it? Like, the right way? Remember, making the right beginnings is preferable than rushing into it.
How to execute a Talent Mobility the right way?
- Growth Mentality – A growth mentality and cross-departmental talent sharing culture must be fostered in order to develop a workforce that can continually adapt when macroeconomic adjustments happen.
- Talent Sourcing – With the emergence of new organisational structures, such as flexible working, the gig economy, and the on-demand economy, the competence to strategically recruit regular and short-term people will become increasingly crucial. Hire based on mindset, not just skill set or expertise. Be open to new ideas, comfortable with ambiguity, and solution-oriented. Create internal and external talent pools.
- Salary progressions should be transparent- the employee compensation must match your internal talent mobility strategy.Identify what you really want to incentivize (e.g. skills, tenure.) and how competitive you want to go into the market before establishing a salary range for each role and guidelines for how people will progress through their range. This will help you create a clear compensation scheme that motivates performance.