Skills and the Internal Mobility Advantage in Talent Acquisition

Skills and the Internal Mobility Advantage in Talent Acquisition

This IDC Perspective discusses skills and the internal mobility advantage in talent acquisition. When organizations implement strategies around internal mobility, they go beyond the organization's need to fill critical skills gaps toward aligning with a key reason that employees join and stay with the firm — feeling valued by the organization. Whether employees' sense of value comes from advancement or movement to realign with key skills and needs, their improved sense of value translates to improved partner engagements with other employees, managers, and clients. When companies empower and encourage employees to apply for internal work opportunities, employee engagement and retention are more likely to increase. "Employees have more options than ever even in tight labor markets as to where they will feel valued, where they can grow, and where their skills will be put to good use," said Alicia Mokwa, research director, Talent Acquisition at IDC. "Organizations are leaning into skills frameworks to support talent acquisition and talent management teams to work together to simultaneously source internally and externally for skills-best-fit candidates. Raising the prominence of internal mobility and expanding its scope is building retention by showing employees they can grow and will be invested in at the organization. At the same time, it is helping talent teams be ready to fill skills gaps even if the top candidate pulls out."

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