Sometimes, it’s easy to miss the obvious. That is undoubtedly true about an organization’s internal talent. All too often, companies forget their internal workforce has the skills and ability to be successfully (and inexpensively) redeployed to other projects or departments for short or long-term assignments.
The key to unlocking this potential is developing internal communities and leveraging them for specific projects. But the challenge is in efficiently identifying, matching, and redeploying the existing workforce.
Employee redeployment can be a tedious, manual process that may seem overwhelming. So, instead of internal redeployment, companies often source talent outside of their organization.
But an internal talent community presents an opportunity to better leverage talent.
Benefits of leveraging internal talent communities
By opening possibilities for talent to shift vertically (moving up the hierarchy in the same department) and horizontally (going to another department), progressively managing the internal talent community reduces attrition.
Redeploying talent also helps save significant sums you may have spent on external recruitment.
Short Learning Curve
Compared to a new hire, the learning curve for someone in the internal community is shorter. With internal redeployment, you are repurposing an existing employee with knowledge of your company’s culture and systems.
The equation is simple- the more qualified the talent, the better the company, which gives the companies an advantage over their peers. No wonder organizations spend a lot- in terms of both money and time- to obtain the best talent.
However, not many are aware that they already have the best talent at their disposal, and all they need to do is redeploy them.
Internal talent communities can leverage many internal skills, from marketing to finance to operations. By understanding your internal talent community’s skills and aspirations, you can better match resources with the right jobs.
Employees who feel their skills are put to use in a way relevant to their career goals are more engaged. Giving employees opportunities for growth and development increases internal retention.
Continuity within the internal groups through rotations and mentoring by internal employees create opportunities for the talent to learn and gain experience that could lead to advancement in the organization.
How to leverage internal talent communities?
To successfully leverage your internal talent community, you should do/have the following:
- Dedicated internal talent community manager to facilitate internal conversations
- A process for internal redeployment that is transparent and efficient
- Training for internal employees on effective social selling techniques
- Allow internal candidates to apply for openings using their internal network
- Enabling a work culture that encourages career mobility and learning
- Transparent internal redeployment process
Setting up a dedicated internal talent community manager to facilitate internal conversations and the redeployment process is important. The internal talent community manager must have strong organizational skills and a keen understanding of corporate culture and its complexities.
Enabling internal employees to utilize social selling techniques better is another way to benefit internal redeployment. Using social selling techniques will allow internal employees to utilize their existing internal network for internal redeployment without the need to use personal contacts or other non-traditional recruitment methods.
A transparent internal redeployment process is crucial in getting internal employees to share what they know within their internal networks. By having internal redeployment processes that are clear, transparent and efficient, internal employees will willingly share information with their internal networks to meet the organizational needs.
By following the tips mentioned above, you can successfully utilize your internal talent community to its full potential.