So, what’s the line on this?
Internal mobility, job architecture and skill management is a multi-disciplinary issue. As a leading company, you need a well-functioning job architecture and a clear set of automated open job positions. It is a unique way for employees to identify and assess their skills to equip yourself with the best people.
Although attracting external talent is an integral part of improving your business, many companies do not pay attention to their organization’s most promising talent. At best, this leaves talent untapped. At worst, a failure to maximize your employees’ potential can discourage them from staying in your firm and unintentionally push them to find another job.
The recent COVID-19 pandemic has also created many unforeseen obstacles to external recruitment, making it even more challenging to optimize your internal mobility strategy.
For this reason, internal mobility is a critical component of the sustainable success and future growth of an organization and may never be as acute as it is now.