| Berkha Bai
Hiring today is skills and mobility based in today’s workplace. Agile and flexible teams are built with a key strategy of internal mobility. Companies can, therefore, attract more diverse talent and develop careers from within by highlighting specific skills over traditional qualifications. Here’s how to make the most of them.
1. Define Key Skills for Each Role
First you need to define the skills and knowledge required for each position. Help HR teams better match candidates whether new hires or existing employees — to the resources they need to succeed by explaining the key responsibilities for each job, including the skills and competencies required.
2. Make Use of Assessments and Practical Evaluations
Go beyond resumes and traditional interviews and use assessments or project–based evaluations. It enables applicants to illustrate their skills in the workplace and enable employers to understand better their abilities and to select better.
3. Invest in Learning and Development Programs
Help staff develop their capabilities by continuing learning and development where possible, through workshops and certifications. Not only do you get them ready for new roles but an investment in development also shows employees that the company cares for their development, which in turns boosts engagement, and retention.
4. Create Clear Policies for Internal Applications
Make an internal application policy known that outlines the requirements for application such as needed education and job experience. These policies too should be made clear to staff members, so that they can seek the opportunity for internal promotions, which shall increase the engagement and loyalty.
5. Leverage Technology for Skills Tracking
An HR platform or skills management software can be used to track an employee’s training history, certificates and skills. By doing so, HR departments can identify candidates who are a good fit for new positions, and identify skill gaps that need to be filled and act on focused development initiatives.
6. Foster a Culture of Continuous Feedback and Mentorship
Make sure coaching and feedback are not just valued, but actually practiced at work. Regular constructive feedback helps employees figure out their areas of strength and where they have scope to build, while mentorship programs only guide them to direct development and growth of their career and helps increase employee retention.
7. Monitor and Measure the Impact
Measure such results as retention rates, time to fill positions, and employee engagement scores in internal mobility and skills-based hiring outcomes. By routinely examining these data points organizations can evaluate how successful their strategy has been and what modifications need to be made.
Conclusion
Internal mobility and skills-based hiring can be used by employers to build a diverse, competent and driven staff. By placing skills first and having well defined career pathways in place, businesses can promote learning and development. These are the tactics necessary to create a resilient workforce engaged and ready to confront the new challenges of a rapidly changing world.
