Category: Employee Engagement

9 Best Practices for Building an Internal Mobility Program 

Posted on by jpatel

Employers are facing a dual challenge: retaining top talent and filling critical roles. As the competition for skilled professionals intensifies, companies are turning their focus to their internal mobility program, recognizing the untapped potential within their own ranks.

Internal mobility isn’t just about moving employees between departments. It’s about creating a dynamic ecosystem where talent can flourish, skills can be developed and organizational knowledge can be leveraged to its fullest potential. Leading organizations are leveraging technology to support internal mobility, not only streamlining processes but also opening up new possibilities for employee growth and organizational success.

In this article, we’ll take a deeper look at internal mobility, the benefits for your business, and some best practices for building an effective internal mobility program.

What is Internal Mobility? 

First thing’s first—what is internal mobility? Internal mobility refers to the movement—both vertically and laterally—of employees within an organization. Internal mobility has become a necessity for filling critical skills gaps left in organizations. Through an internal mobility program an organization develops a specific process for moving internal talent between roles.  

Benefits of Internal Mobility 

The benefits of internal mobility extend far beyond simply filling vacant positions, impacting not only individual employees but also team dynamics, organizational culture and the bottom line. Let’s explore the key advantages that make internal mobility a cornerstone of successful talent management strategies. 

Save Time and Money 

Research suggests that the cost to replace an employee can be high as 50% to 60% of their salary with overall losses to the company as high as 90% to 200%. Two of the biggest benefits of an internal mobility strategy are cost savings and the ability to operate more efficiently—especially during a time when many organizations are operating with leaner teams after scaling down in response to economic challenges. 

The time and money spent on recruiting externally, like posting job ads, running recruitment marketing campaigns, sourcing and communicating with candidates can take a toll on already limited resources. Plus, external candidates often have higher salary expectations than internal employees. In fact, on average, the starting salary of an external hire is 18% to 20% more than that of internal candidates.  

Retain Top Talent  

Our recent research, The Skills Crisis Countdown, revealed a whopping 70% of employees would explore opportunities within their current organization before looking externally, which is great news for employers. By developing job skills within your organization and providing opportunities for mobility, you can achieve higher retention rates and reduce employee turnover. By implementing a skills-based internal talent mobility strategy, you’ll gain access to a robust pool of qualified internal candidates. 

Boost Productivity 

On average, it takes 28 weeks for a new employee to reach full productivity in a mid-level role. Internal mobility allows you to easily search your existing employees, targeting the people who know your business and are ready to grow their careers with you.   

Internal candidates can use their experience with your organization’s structure and culture to acclimate and contribute to a new role quickly, often with less time spent on training. You’ll also have access to this talent almost immediately, allowing you to move quickly and reduce time spent searching for external candidates.  

Drive Employee Engagement  

A demonstrated investment in employee growth and development significantly boosts employee engagement. When organizations prioritize internal mobility, employees feel valued and motivated, seeing clear pathways for both upward and lateral career progression within the company. This sense of possibility and personal growth keeps employees intellectually stimulated, leading to higher levels of engagement and productivity. 

Moreover, internal mobility creates a culture of continuous learning and adaptability. Employees who know they have opportunities to expand their skill sets and take on new challenges are more likely to stay curious and proactive in their professional development. As a result, organizations benefit from a more agile workforce, with an internal bench of engaged, qualified candidates ready to swiftly fill skills gaps and meet changing business needs.  

Foster Diversity and Inclusion  

An internal mobility program can be a great way to proactively develop the diverse talent already existing within your organization. Utilizing internal talent and providing opportunities for growth will improve diversity and inclusion at your organization overall and will aid in succession planning. By giving employees the opportunity to move up, reskill and take pathways for growth within your organization, you’ll be fostering a more diverse workforce at all levels, including leadership.   

The Role of Technology in an Effective Internal Mobility Program

internal mobility program

Technology can enhance your internal mobility program and save your talent acquisition team time in a variety of ways through artificial intelligence, automation and more. For example, PeopleScout’s Internal Mobility solution is boosted by our proprietary talent technology, Affinix™. With the power of AI, we help employers to quickly source, promote and reassign talent across their organization, filling skills gaps now and into the future.   

PeopleScout’s Internal Mobility solution offers a comprehensive approach to identifying, developing and mobilizing internal talent through four key modules:  

  • Internal Career Portal: A custom-branded platform delivers a best-in-class experience for employees to explore internal opportunities and manage their professional profiles.  
  • AI Matching and Search: Affinix AI technology automatically matches internal candidates to new roles based on their skills, experience and preferences.  
  • Employee Expression of Interest: Employees can self-identify for consideration in new internal opportunities as they become available.  
  • Skills-Based Assessments: Evaluates employees’ existing skills and experience against role requirements, identifying learning opportunities and skills gaps. 

PeopleScout’s Internal Mobility solution enables a comprehensive view of employee skills and competencies, resulting in a more robust skills database and advanced job mapping. 

Case Study: Internal Mobility in Practice   

A government agency in Australia was operating with a lean workforce and limited resources. They required a solution that allowed them to leverage the skills and competencies of their existing workforce so they could save time, costs and resources.  

They turned to PeopleScout’s Internal Mobility solution to launch a platform to find and support workers looking to move within their department or to other agencies within the Australian government.  

Solution Highlights  

PeopleScout deployed our Internal Mobility solution, powered by Affinix™, to give the client insight into the scope and experience of their internal talent. With our solution: 

  • Employees self-manage their profiles which showcase demographics, education and work history. Plus, they can self-rate on specific skills and key competencies.  
  • Employees are given priority access and visibility to all job opportunities across the agency before they are advertised externally.  
  • AI technology matches candidates to open opportunities and provides alerts to candidates on open job opportunities.  
  • Engagement rates of existing staff increased, while the use of expensive contingent labor resources went down. 
  • Recruiters have a strong sense of what other positions may be a good fit for internal employees, based on hard and soft skills assessments.   

The client experienced a more engaged workforce as a result of enhanced workforce mobility, skills development and career opportunities.  

9 Best Practices for Building an Internal Mobility Program

Implementing a successful internal mobility program requires thoughtful planning and execution. While every organization’s needs are unique, we’ve developed certain best practices to guide our clients in creating a robust and effective program. The following strategies can help you build a culture that not only supports but actively encourages internal mobility, ensuring that both your employees and your organization reap the full benefits.

1. Establish Clear Policies and Processes

Develop a comprehensive policy that outlines eligibility criteria, application procedures and timelines for internal moves. This should include guidelines for how long an employee needs to be in their current role before applying for an internal move, the process for informing their current manager, and how internal candidates will be evaluated. Ensure these policies are easily accessible to all employees and that HR and management are aligned in their implementation.

2. Develop a Skills Inventory

Create a centralized database of employee skills, experiences and career aspirations by conducting an internal mobility skills audit. This inventory should be dynamic, allowing employees to update their profiles regularly. Use skills assessment tools to objectively evaluate competencies and consider implementing AI technologies to help you identify skill gaps and potential matches for open positions. This comprehensive view of your workforce’s capabilities enables you to get the most out of your talent and helps identify areas for training and development.

3. Implement a User-Friendly Internal Career Portal

Your internal career portal should be more than just a list of open positions. It should be intuitive and engaging, with detailed job descriptions, required and desired skills and potential career paths. Make sure it includes features like self-managed professional profiles and expression of interest capabilities. Ensure the platform is mobile-friendly to increase accessibility and engagement.

4. Encourage Cross-Departmental Collaboration

Boost upskilling at your organization by creating opportunities for employees to work across different teams and departments. This could involve establishing cross-functional project teams, implementing a formal job rotation program or organizing “innovation days” where employees from different areas come together to solve organizational challenges. These initiatives not only broaden employees’ skills but also increase their visibility across the organization, opening up more potential paths for mobility.

You may also consider creating an endorsement and referral system in which a manager can refer an employee for an opening and provide their endorsement. This gives recruiters and hiring managers additional insight into which employees may be the best fit for open roles based on feedback from leaders who have worked directly with the internal candidate.

5. Provide Career Development Resources

Invest in a robust suite of career development tools and resources. This might include access to online learning platforms, workshops on career planning and skill development, or a formal mentorship program. Consider implementing individual development plans for all employees, with regular check-ins during which employees can discuss progress with their managers or mentors and adjust goals. The key is to empower employees to take charge of their own career development while providing the necessary support and resources.

6. Align with Business Strategy

Ensure your internal mobility program is not operating in isolation but is tightly integrated with your overall business strategy. Regularly review how internal moves are supporting key business objectives and addressing critical skill gaps. Involve leadership in identifying future skill needs in order to shape the direction of the program. This alignment ensures that internal mobility is not just benefiting individual employees, but actively contributing to your organization’s success.

7. Communicate Transparently

Develop a comprehensive communication strategy to promote your internal mobility program. Inform employees of the new program and provide clear guidance on how to navigate the internal job market, how the process will work and what to expect after applying for a role. If you have specific internal mobility software, include training on how to access the platform, create a profile, view job openings and submit an expression of interest or application.

Communications should include regular updates on open positions, success stories and program benefits. You could even provide tips on how to prepare for internal interviews and how to transition between roles. Consider hosting regular information sessions or webinars to address common questions and concerns.

8. Measure and Iterate

Establish key performance indicators (KPIs) for your internal mobility program, such as internal fill rate, time-to-fill for internal vs. external hires, employee satisfaction scores and retention rates of internally moved employees. Consider collecting feedback through surveys and focus groups to understand the employee experience with the program. With this data you can refine and improve your processes, addressing pain points and capitalizing on what’s working well.

9. Leverage an RPO Partner to Support Internal Mobility

Partnering with a Recruitment Process Outsourcing (RPO) provider can significantly enhance your internal mobility efforts. A skilled RPO partner can bring expertise in talent assessment, market insights and advanced recruiting technologies to your internal mobility program. They can help streamline the process of identifying and evaluating internal candidates, provide objective assessments of skills and potential and offer valuable benchmarking data.

Additionally, an RPO partner can support the development of internal talent pipelines and even manage aspects of your internal job board and internal recruitment process. By leveraging an RPO’s resources and knowledge, you can create a more robust, efficient and data-driven approach to internal mobility that complements your existing HR capabilities.

Internal Mobility & the Future of Work

As organizations navigate the complex landscape of talent acquisition and retention, internal mobility has emerged as a critical strategy for building a resilient and adaptive workforce. In an era where agility is paramount, internal mobility programs have become essential for fostering a dynamic and engaged employee base.

The role of technology in boosting internal mobility cannot be overstated. From AI-powered matching and search to skilled-based assessments, these advancements are transforming how organizations approach internal talent development and deployment.

By leveraging both advanced technologies and RPO partnerships, organizations can create a robust internal mobility program that supports continuous learning, career growth and workforce planning. This multifaceted approach not only aids in retaining top talent with key skills but also in developing a workforce that can swiftly adapt to changing business needs.

Nurse Retention: Key Strategies for Tackling Turnover

Posted on by akessler

In today’s dynamic healthcare landscape, the challenge of nurse retention has emerged as a pivotal issue with far-reaching consequences. The ripple effects of nurse turnover extend beyond the immediate strain on existing staff, impacting patient outcomes, increasing wait times and potentially leading to the reduction or elimination of vital services. Plus, the financial burden of recruiting, hiring and training new nurses places significant pressure on healthcare organizations already grappling with tight budgets. 

Enhancing nurse retention has become an imperative for healthcare organizations seeking to maintain quality care and operational efficiency. In this article, we’ll explore nurse turnover trends and delve into practical strategies for nurse retention.  

What’s Driving Nurse Retention Challenges? 

To develop effective nurse retention strategies, it’s crucial to identify the primary drivers of nurse turnover. Recent years have seen a significant increase in nurses leaving the profession, with several key factors contributing to this trend: 

Pandemic-Induced Burnout and Workforce Shrinkage 

The strain of the COVID-19 pandemic, coupled with an already shrinking workforce, has led to unprecedented levels of burnout among nurses. This has resulted in a marked increase in turnover rates. The American Association of Colleges of Nursing reports that RN turnover rates in the U.S. rose from 17% in 2017 to 26% by 2021. Plus, over 25% of RNs indicate plans to retire or leave nursing within the next five years. 

Rising Labor Costs and Budgetary Pressures 

Healthcare organizations are grappling with increasing costs for salaries, benefits and contract staffing, exacerbated by nationwide labor shortages and inflation. This financial strain is further compounded by the heavy reliance on contract and travel nurses to maintain patient care standards. According to the American Hospital Association, the proportion of nurse labor expenses allocated to contract travel nurses skyrocketed from 4.7% in 2019 to 38.6% in January 2022. While travel nurses accounted for nearly a quarter (23%) of total nurse working hours, they represented nearly 40% of all nursing labor costs for hospitals. 

Impact on Staff Morale and Retention 

The increased use of traveling nurses, while necessary to address staffing shortages, often has unintended consequences on staff morale. Staff nurses can become aware of the significant pay disparities between themselves and travel nurses, which can create a cycle where more staff nurses leave for higher-paying contract or travel positions. 

Addressing these interconnected issues is essential for healthcare organizations aiming to create a more supportive and fulfilling work environment. By tackling the root causes of nurse turnover, organizations can work towards improving nurse retention rates and ensuring sustainable, high-quality patient care. 

How to Improve Nurse Retention: 5 Nurse Retention Strategies to Combat Turnover  

Here are some nurse retention strategies aimed at creating a supportive, engaging work environment that encourages long-term commitment and professional growth.   

1. Address Burnout Proactively  

Burnout is a growing challenge in today’s high-stress healthcare environment. Addressing it through tactics like regular check-ins and support systems for staff are crucial to identify issues before they lead to turnover. Offering on-going stress management and resilience training equips nurses with tools to cope with the demands of their roles.   

Moreover, creating a culture of appreciation can significantly impact job satisfaction and retention. But in our post-COVID reality, celebrating once a year for Nurses’ Week isn’t enough. Peer recognition programs and sharing patient success stories and positive feedback reinforces the meaningful impact of their work and reminds them why they got into the nursing profession.   

2. Support Work-Life Balance  

Another important part of addressing burnout and improving nurse retention is actively encouraging nursing staff to prioritize work-life balance. Embracing flexible working patterns can go a long way to helping nurses balance work and personal commitments and bounce back from stress. Consider compressed working hours, job sharing and set working days. Implement policies to prevent mandatory overtime where possible. Plus, allowing nurses to negotiate shifts that suit their needs and to rearrange their schedules among themselves can boost staff morale and job satisfaction.  

Consider adding benefits like on-site or subsidized childcare options or elder care support services. This can be a significant draw for nurses with young families and acknowledges the caregiving responsibilities many nurses face outside of work. Plus, providing opportunities to improve their own health and well-being by offering wellness programs and gym memberships as part of your benefits package ensures nurses have resources to help them cope with stress and improve self-care.  

3. Invest in Continuous Education and Skill Development  

Investing in continuous education and skill development is a win-win for both nurses and healthcare organizations. Providing on-site training for new technologies and procedures keeps staff current and engaged. Offering opportunities for nurses to attend conferences and workshops broadens their professional networks and knowledge base. For nurses, supporting them through reimbursing for obtaining additional certifications demonstrates your commitment to their career growth.  

To ensure your nurses don’t use their new professional development to look for a position elsewhere, it’s crucial that nurses know what career opportunities are available. Whether it’s a promotion or moving to support a different specialization, nurses want to know there’s a path for them within your organization.   

4. Implement Retention Bonuses  

Nurses have more options than ever, including working as a traveling nurse which often pays more. Competitive salaries, wage increases and bonuses are great ways to entice nurses to stay on staff.  

Implementing retention bonuses for nurses who remain with the organization long-term recognizes their commitment and can be an effective strategy to reduce turnover. Developing performance-based incentive programs can motivate staff and improve overall care quality.   

5. Engage in Regular Feedback and Improvement  

Engaging in regular feedback and improvement processes demonstrates a commitment to staff satisfaction. Conducting regular employee satisfaction surveys provides valuable insights into areas needing attention. Holding town hall meetings to address staff concerns fosters a sense of community and shared purpose. Implementing suggestion programs for workplace improvements empowers staff to contribute to positive change.  

6. Recruit for Nurse Retention 

Prioritizing long-term retention from the outset through healthcare recruitment is an often-overlooked nurse retention strategy. An experienced recruitment process outsourcing (RPO) partner can significantly enhance a healthcare organization’s nurse retention efforts. By leveraging their expertise in healthcare staffing trends and best practices, RPO partners can help develop and implement targeted recruitment strategies that attract candidates more likely to stay long-term. They can streamline the hiring process, reducing time-to-fill and ensuring a better candidate experience, which sets the stage for higher nurse retention rates.  

RPO partners can also provide valuable insights into market-competitive compensation and benefits packages, helping organizations stay attractive to both prospective and current employees. Furthermore, they can assist in implementing advanced analytics to predict turnover risks and identify retention opportunities. By managing the entire recruitment lifecycle, RPO partners free up internal resources, allowing your internal team to focus on creating a positive work environment and developing retention programs for nursing staff. 

👉 Learn more about the RPO advantage for healthcare. 

The Importance of Nurse Retention in Modern Healthcare 

Whether you’re a seasoned healthcare administrator, an HR professional navigating the complexities of healthcare staffing, or a nursing leader on the front lines, addressing nurse retention with these strategies will cultivate a resilient, dedicated nursing workforce capable of meeting the evolving healthcare needs of our communities. Organizations that prioritize their nursing staff’s well-being and professional growth will be best equipped to navigate the ongoing workforce challenges and provide exceptional care to their communities.   

Embracing Neurodivergent Talent

Posted on by akessler

Embracing Neurodivergent Talent

PeopleScout & Jigsaw Australia have partnered to provide an inclusive recruitment solution to support organizations in harnessing the incredible potential of neurodivergent talent.

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Ultimate Recruitment Process Outsourcing Toolkit
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Recruitment Process Outsourcing (RPO) Buyer’s Guide
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The Skills Crisis Countdown: The Clock is Ticking on Tackling Skills Gaps
Research Report

The Skills Crisis Countdown: The Clock is Ticking on Tackling Skills Gaps

Our latest research shows a detailed picture of the current state of skills in the global workforce and how HR leaders are preparing for the impending skills crisis

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Navigating the Gen Z Era: Insights for Effective Early Careers Recruitment 

Posted on by akessler

Navigating the Gen Z Era: Insights for Effective Early Careers Recruitment 

The future of work isn’t coming—it’s already here, and it’s powered by Generation Z.

Born into a world of uncertainty, Gen Z isn’t just adapting—they’re rewriting the rules. These digital natives are bringing fresh perspectives, unmatched tech-fluency and a hunger for meaningful work. But they’re also demanding authenticity, flexibility and a real commitment to social impact.

Can your organization keep up?

From TikTok-worthy employer branding to creating a workplace that balances purpose with work-life harmony, this ebook, Navigating the Gen Z Era: Insights for Effective Early Careers Recruitment, is your roadmap to successfully recruiting and retaining the Gen Z powerhouse.

In this ebook, you’ll discover:

  • What makes Gen Z tick: Understand their unique values and career expectations
  • Why your outdated recruitment tactics are falling flat with this generation
  • Strategies to align your early careers program with Gen Z’s values and expectations

Download your copy today for expert tips for reimagining your early career recruitment program to become a Gen Z magnet.

Creating a Values-Based Interview Framework for More Equitable Hiring

Posted on by akessler
Creating a Values-Based Interview Framework for More Equitable Hiring

Talent Consutling

Creating a Values-Based Interview Framework for More Equitable Hiring

This UK airport wanted to create a more standardised process for interviews based on their organisational values. As their long-time RPO partner, PeopleScout’s Assessment Design team created a values-based interview framework to support hiring for six levels of seniority from entry level to director.

Situation 

The airport’s talent acquisition leaders noticed that different teams across their organisation were conducting different types of interviews. They wanted to create a standardised process for interviews, which both measured potential and ensured fairness. They also wanted to embed their company values into their assessment process to secure talent who are in alignment with their organisational culture. 

This company turned to their RPO partner, PeopleScout, to transform their values into a multi-level interview framework.  

Solution 

Our Assessment Design team got to work conducting desk research into the client’s existing values and created a template which was populated throughout the project. Consulting with the client in an iterative way, the designers set clear definitions for the values and created a collection of questions for each value. The client’s team reviewed a variety of options for interview question styles and decided what worked for them.  

These questions also corresponded to six levels of seniority—from entry level to director—totalling 36 banks of question. The question banks were organised in such a way that interviewers at the organisation could easily pick and mix questions for their needs. We also delivered scoring criteria to ensure fairness for all candidates.  

Results 

In the recruitment process, the new values-based interview framework has standardised and streamlined the interview stage. Now, our client is building the questions into an internal tech platform to make the interview process even easier for hiring managers.  

Beyond recruiting, the new framework has applications across the entire organisation to help employees understand how the organisation’s values are manifested in their role. This has catalysed a cultural change within the organisation as employees at all levels are thinking more about how they embody this company’s values in their daily work.  

At a Glance

  • COMPANY
    UK Airport
  • INDUSTRY
    Travel & Tourism
  • PEOPLESCOUT SOLUTIONS
    Recruitment Process Outsourcing, Talent Advisory
  • ABOUT THE CLIENT
    This UK airport has nearly 75,000 employees, making it one of the country’s largest single-site employers.
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Changing Perceptions Across Asia with a New Employer Brand for a Beverage Manufacturer 

Posted on by akessler
Changing Perceptions Across Asia with a New Employer Brand for a Beverage Manufacturer

Employer Branding in Asia

Changing Perceptions Across Asia with a New Employer Brand for a Beverage Manufacturer

A global beverage manufacturer and distributor engaged PeopleScout for a localized EVP and employer brand to boost their reputation amongst emerging talent in several markets across Asia.

Situation 

This global beverage manufacturer and distributor engaged in an internal strategic review of their corporate vision and purpose, which led to looking at their corporate brand and strategy for the future. The company’s people and culture team delved into how to ensure everyone in the organization is aligned with the strategy and how they could contribute to the business’s future success. Having developed a global employer value proposition (EVP) to support the strategy, a critical part of the roll out was to ensure it resonated with the specific cultural nuances of the APAC labor market, spanning such diverse countries as China, Japan, South Korea, India and Vietnam.  

The client engaged PeopleScout’s Talent Advisory team to localize their overarching EVP and employer brand to make it relevant for the candidate audience in each APAC market. It needed to be flexible in order to help them navigate cultural differences, target specific talent segments and address local recruiting challenges. 

The majority of the organization’s recruitment in APAC is for early careers and graduate talent, with roles in sales, marketing, product development, technology, consumer insights and more. There were five main challenges at play: 

  1. Emerging talent viewed working for this organization as a short-term option, not as a destination for a long-term career. Misperceptions about consumer goods brands in the region meant that people saw the beverage manufacturer as a place where early careers talent thrives, rather than where all talent thrives.
  2. In some Asian markets, there’s a lot of pressure on early careers employees to choose the right career. The consumer goods industry is not seen as a prestigious career path. 
  3. Cultural sensitivities around alcoholic beverages—which this client specializes in—created an additional challenge to overcome in some of their Asian markets. 
  4. The beverage manufacturer owns a portfolio of multiple well-known consumer brands and different brands are stronger in different markets. But, the client’s corporate employer brand itself is not well known. They needed to find a way to capitalize on their consumer brands to create recognition for their employer brand. 
  5. The beverage manufacturer was struggling to recruit for emerging roles in fields such as digital and data science, as their brand was not associated with these types of jobs. 

We set out to create a new employer brand that would help the client better manage candidate expectations, inject authenticity into their messaging and solidify what they had to offer emerging talent in APAC. 

Solution 

We started with a comprehensive exploration of data from multiple sources including competitive analysis, industry benchmarking, employer review sites, campus surveys, employee engagement surveys and exit interviews. Through the rigorous analysis of qualitative and quantitative data, we identified gaps and opportunities for each market.  

We also conducted visionary interviews with leaders in APAC to understand how they were executing the corporate strategy locally and how local culture in their various markets would impact this vision. This helped us to understand the aspiration for the employee experience and the behaviors that the business needed to achieve success. 

Then, we spoke to employees across key talent groups and demographics through a series of focus groups to understand their real working experience. From conducting previous projects in Asia, we knew that we had to be creative in the ways we gathered insights to respect cultural norms while still gathering good intel. We came away with a clear picture of what attracted and motivated talent across career stages and cultures as well as what could lead to attrition. 

With this in hand, we built an EVP framework that laid out the “give and get” for employees in each market. The framework was designed to leverage the corporate EVP whilst being flexible enough to resonate in each country. Certain messages could be dialed up or down to match the attractors and motivators for talent in each country. We rigorously tested the framework with employees in each market to stretch and test each brand pillar and ensure the EVP was both robust and future-proof.  

The next stage was to bring the employer brand to life with a universal creative platform for the APAC business tied to the manufacturer’s consumer brands in markets where the group brand was unknown.  

To create sharable content for the client’s careers site and social media channels, we interviewed more employees, gathering stories to boost authenticity through both written and video content.   

Outputs 

As a result of the employer brand engagement, PeopleScout produced the following outputs for the beverage manufacturer: 

  • A robust, validated EVP framework with clear promises for talent in each Asian market. 
  • Insights into key attractors and motivators for each talent segment to inform their future sourcing strategy. 
  • An employer brand and messaging framework to inform talent attraction campaigns. 
  • Localized recruitment marketing toolkit for each country to activate their new employer brand for various languages and cultures.  
  • A roadmap for people and culture initiatives to drive employee engagement and retention. 
  • Recruitment marketing collateral to support campus recruitment in China for the next academic year.  

At a Glance

  • COMPANY
    Global beverage manufacturer
  • INDUSTRY
    Consumer Goods
  • PEOPLESCOUT SOLUTIONS
    Talent Advisory
  • LOCATIONS
    China, Japan, South Korea, India and Vietnam
Let’s Connect

PeopleScout Company Overview

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PeopleScout Company Overview

Global talent solutions providing unmatched scalability to meet the professional, specialist, volume and contingent hiring needs of organizations of all sizes and sectors.

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Ultimate Recruitment Process Outsourcing Toolkit
Toolkit

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Recruitment Process Outsourcing (RPO) Buyer’s Guide
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Global Hiring and Labor Market Trends Affecting Recruitment in APAC 
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Global Hiring and Labor Market Trends Affecting Recruitment in APAC 

Check out these labor market trends in APAC and their effect on talent acquisition in the region.

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Sure Start: Retention & Onboarding

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PeopleScout Amplifiers™: Sure Start for Retention & Onboarding

As part of our suite of modular recruiting solutions, Amplifiers™, PeopleScout Sure Start is the ultimate onboarding and retention powerhouse, designed to ensure that new hires not only start on their first day but also feel valued and engaged from the get-go. With a perfect blend of personal attention and technology, PeopleScout Sure Start keeps your new joiners excited, reducing early turnover, boosting productivity and creating a path to success for all your new team members.

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Specialist Hiring: Maximizing Success with Targeted Talent Sourcing  
Case Studies

Specialist Hiring: Maximizing Success with Targeted Talent Sourcing  

Situation  A local authority in the southwest of England had a robust talent acquisition team but required additional support for front-end headhunting and sourcing assignments. A new and niche position for a harbor master demanded a comprehensive strategy to locate the right specialist.   A habor master ensures the safety of all users of a harbor,…

Why Small and Medium Enterprises Should Consider Recruitment Process Outsourcing
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Small and medium-sized enterprises (SMEs) face unique challenges in attracting and retaining top talent. Limited resources, lack of dedicated recruitment teams, and the need for agility in hiring can often put smaller businesses at a disadvantage.   That’s where Recruitment Process Outsourcing (RPO) comes in— a versatile strategy that businesses of all sizes can leverage to…

Debunking RPO Myths: How Savvy Talent Leaders Separate Fact from Fiction
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Get ready to separate fact from fiction as we dismantle RPO myths

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Healthcare Talent Shortage: Changing Demographics, Growing Demand & Shifting Skills

Posted on by epadmin

As the world of work transforms, the healthcare industry is at the epicenter of change. The industry is growing rapidly and facing a healthcare talent shortage and skills gaps. At the same time, the accelerating pace of medical and technological advancements means medical professionals must constantly adapt to new breakthroughs and changing expectations. Talent acquisition and HR professionals need to be ready to meet the growing challenge. To do so, they must understand the full picture of the healthcare talent landscape.

Is a Generational Change Creating a Healthcare Talent Shortage?

The industry is facing challenges in both supply and demand. Hospitals and Health Networks magazine calls the generational change “the most powerful force operating in our health system right now.”

On the supply side, the baby boomer generation is reaching retirement age, and according to Becker’s Hospital Review, one-third of practicing physicians are more than 55-years old and nearing retirement. Replacing doctors and surgeons who have decades of experience is challenging, as those earlier in their careers lack the years of training, education and on-the-job hours. The next generation in the workforce, Generation X, is relatively small. While the millennial generation is the largest generation in the workforce, the oldest millennials are nearly 40 years old, and some of Gen Z are too young even to start medical school. As baby boomers retire, these generations will have to fill that gap.

Dig Deeper

How RPO Can Solve The Top Challenges In Healthcare Talent Acquisition

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On the other side of this equation, the overall population is aging, with 10,000 Americans turn 65-years-old every day. Caring for an aging population will require even more healthcare professionals.

As baby boomers age, the demand for healthcare is increasing, including home health services, long-term and aged care. Chronic conditions like heart disease, diabetes, cancer are becoming more common with nearly half of the American population suffering from a chronic illness. According to a study JAMA Internal Medicine, , baby boomers have a longer lifespan but higher rates of hypertension, high cholesterol, diabetes and obesity. This means the largest generation to reach retirement age will likely also need more healthcare than any previous generation

The Healthcare Talent Shortage

The aging baby boomer generation is fueling industry growth. The healthcare industry is predicted to be the largest driver of growth in the U.S. economy through most of the next decade. Yet, most healthcare organizations continue to experience strains as the healthcare talent shortage increases. This is a multi-pronged issue driven by increased demand, retirement, burnout and a lack of new healthcare professional entering the field complicating healthcare recruitment.

And experts predict the healthcare talent shortage will only get worse. The Bureau of Labor Statistics (BLS) projects that the country will face a shortage of 195,400 nurses by the year 2031. While doctors and nurses are the most visible employees in the healthcare industry, growth in the industry will impact positions throughout the sector. An increase in patients, hospital visits and appointments will call for more support staff, like clinic support, medical technicians, billing and coding professionals and even non-clinical hospital staff like janitorial and food service.

Laboratory technicians are facing many of the same labor challenges as physicians and nurses. Many are reaching retirement age, and retirements are expected to accelerate. Replacing them will tough, as the number of students graduating from laboratory technician programs is declining.

Plus, due to a shift towards home-based care, home health aide shortages are projected to grow significantly. The BLS predicts that the number of openings for home health and personal health roles will increase 37% by 2028.

Healthcare Talent Shortage

Less visible roles are also impacted by healthcare talent shortages. The medical coding profession has been plagued for years by a shortage of coders. Job growth for the position accelerated after the implementation of the Affordable Care Act, and experts expect that growth to continue along with the rest of the industry.

A Transforming Workplace

In addition to the healthcare staffing challenges, the healthcare industry is not immune to the changes impacting organizations across the country—like the digitization of services and the growing gig economy. The healthcare industry is always experiencing change due to technological advancement, medical research and new regulations. However, to adapt to these trends, organizations will need to seek out talent in different ways and find people with new skill sets.

Use of telemedicine and virtual care expanded during COVID-19 and are continuing to rise as a way to improve access. Jobs in these types of workplaces require different technology and communication skills than more traditional hospital and clinic jobs.

While many think of the gig economy as a place for creatives or rideshare drivers, the contingent workforce is taking on a greater role in healthcare. SIA reports that hospitals are turning to contract physicians and traveling nurses to deal with the talent shortage. Some practitioners are turning to this freelance work to boost their earning potential, and the system helps increase staffing at rural healthcare facilities that struggle with healthcare recruiting.

Large hospitals are also bringing in a greater share of doctors due to consolidation within the industry. Since 2019, over 100,000 private practice doctors have transitioned into employees of larger corporate healthcare organizations. Nearly three-quarters of physicians are part of larger healthcare systems in the U.S., a record high.

A Necessary Response

To remain competitive in this challenging talent landscape, healthcare organizations must take a proactive approach to planning their workforces, sourcing and recruiting talent, retaining workers and appealing to millennials and Generation Z workers who will fill the roles of retiring baby boomers.

Areas across the United States are already feeling the impact of the healthcare talent shortage, and experts say the pressure will only grow. Organizations need to respond now to prepare. Here are some steps companies in the healthcare industry should take to manage skills shortages and how technology can help.

Internal Talent Mobility: Filling Skills Gaps with Your Existing Workforce 

Posted on by akessler

With labor shortages and intensifying talent scarcity, hiring challenges are only increasing, impacting all industries. To tackle these hiring difficulties, many leaders look to external solutions like expanding their talent pool or enhancing their employer brand. However, one of the most effective and sustainable solutions is already inside your organization. Developing existing employees through internal talent mobility is key to filling skills gaps now and in the future. 

Keep reading to learn more about internal mobility, why internal mobility programs are crucial for future success and how you can leverage reskilling and upskilling programs to facilitate internal mobility at your organization.  

What is Internal Mobility? 

The goal of internal mobility is to match your existing talent to open positions through internal transfers, job rotations, secondments and promotions. An internal mobility program is a structured process that facilitates the movement of employees, both vertically to higher or lower positions as well as laterally between roles at the same level. These programs are often anchored in reskilling and upskilling initiatives focused on developing employees’ skills and capabilities to meet evolving organizational needs. 

Reskilling programs aim to provide training to help employees gain new skills that allow them to transition into different roles or business areas. For example, a finance employee can reskill to learn data analytics and move into a business intelligence role. 

Upskilling programs focus on building additional skills and competencies related to an employee’s current role or expanding their knowledge in their field. For example, a marketing manager can upskill their digital marketing capabilities in social media and digital advertising platforms to take on a more strategic role in the department.  

The Benefits of Internal Talent Mobility 

A strategic focus on internal mobility provides both talent management and bottom-line benefits for an organization, including: 

  • Improved employee retention and engagement: Providing clear paths for career development and advancement within the company increases employee satisfaction and loyalty. Employees feel valued and motivated when they see opportunity for upward or lateral mobility. 
  • Stronger talent pipeline: An internal mobility program creates a robust pipeline of qualified candidates for open roles from within. According to research from LinkedIn, organizations that leverage skills-first hiring expand their talent pool by nearly 10x on average compared to those simply looking for similar job titles or industry experience.  
  • Cost savings: It is typically more cost effective to fill a position internally rather than externally recruit, onboard and train new hires. Internal mobility is a strategic talent management approach. 
  • Improved performance: Internal candidates have organizational and cultural knowledge, so they are often able to transition and ramp up faster in new roles. Data from Spotted Zebra shows that internal movers reach competence 20% faster than external hires and are twice as likely to be rated as top performers in their role. 
  • Improved diversity: Internal mobility provides opportunities for improved representation and diversity in leadership by developing and advancing talent from within. 
  • Agility and flexibility: Having an internal bench of qualified candidates enables organizational agility to swiftly mobilize talent to meet emerging needs. 

The Lack of Investment in Internal Talent Mobility Programs 

Despite the benefits, internal mobility is not being prioritized by most HR leaders. Given the challenges recruiting skilled talent, we expected to see internal mobility as HR leaders’ default strategy to tackle skills shortages. However, through our research report, The Skills Crisis Countdown, we found that nearly a third (30%) of HR leaders admitted they simply do not view reskilling and upskilling as a priority and only 37% of organizations have formal reskilling and upskilling programs in place. Even in areas of high priority like technology advancement, there appears to be a lack of focus on mobility and development. When we asked HR leaders about how they’re preparing their workforce for the implementation of new technologies, only a fifth (20%) said they’re investing in upskilling initiatives to enhance current employee technological skillsets.  

The lack of skills development is echoed by employees. A quarter of employees report their employer has not been offered opportunities to upskill or reskill. A third (34%) of workers have doubts about how their skills will keep pace with new technology and automation. With transformations on the horizon for many roles due to technological advancements, ensuring employees’ skills evolve along with their jobs is essential for organizations.  

The Key to Internal Mobility: Reskilling and Upskilling 

Ongoing reskilling and upskilling of employees is crucial to enabling effective internal mobility. As business needs evolve and new technologies emerge, employees’ skills and competencies must also progress to keep pace. Providing internal development opportunities allows employees to gain the updated capabilities required for critical roles, increasing their eligibility and readiness to transition into new positions. By making learning core to the culture, reskilling and upskilling initiatives ensure organizations can source top talent from within. 

Implementing Successful Upskilling 

For your upskilling programs, you need an accurate understanding of your employees’ current skills and future needs. Our research showed most HR leaders rely on subjective manager feedback rather than taking a data-driven approach. 

To get ahead of emerging skills gaps, perform a skills audit and compare that to how your existing roles will evolve in the coming years. Identify both the competencies your employees need to be effective in their roles as they develop into the future and any deficiencies they have now.  

Once you understand the lay of the land, you can develop continuous upskilling initiatives to grow your employees’ high-value skills over time in alignment with technological advancements. Proactively upskilling employees will keep your workforce on the cutting edge of skill set transformations. 

Implementing Successful Reskilling 

Reskilling programs also require an understanding of the existing capabilities of your workforce and the required competencies for emerging roles. This allows you to accurately match employees to opportunities they can transition into successfully. 

Rather than relying on subjective manager interviews, utilize skills-based assessments. This provides data-driven insights into employees’ technical aptitudes and behavioral strengths. You can then align these skill profiles with the requirements of your new roles. 

For example, PeopleScout partnered with a global financial services company to take a skills-based approach for a major digital transformation initiative. By identifying the best candidates for reskilling, we helped employees move from declining customer service roles into new tech-focused positions, saving the company $2 million in exit costs and reduced training dropouts dramatically. The company gained the critical future-focused skills it required while providing career growth opportunities to its valuable existing employees. 

Internal Mobility & RPO: Your Partner in Sustainable Workforce Planning 

Over half (56%) of HR leaders report resistance to change within their organization when faced with the prospect of what they mistakenly believe can only be a huge, C-suite-led project that spans the entire talent lifecycle. However, as a leading RPO partner PeopleScout is perfectly positioned to provide the strategies and technology to embed and scale a skills-based approach. 

By leveraging an RPO provider’s expertise and resources, organizations can maximize the return on investment in internal mobility initiatives. According to Everest Group, over half of RPO engagements include some element of internal mobility. The RPO acts as a strategic talent advisor focused on improving talent mobility with strategies like: 

  • Skills gap analysis: An RPO provider can perform a skills audit to assess current capabilities versus required future skills and identify reskilling needs to inform development programs. They can also provide market intelligence to help you understand the skills available within your talent markets as well as salary requirements so you can make informed decisions.   
  • Internal candidate sourcing: Your RPO partner can source and screen internal candidates for open roles to identify top talent for mobility opportunities. 
  • Career mapping: RPO experts can map career paths, succession plans and competency requirements for critical roles to guide internal development. 
  • Development program design: An RPO provider can help design and implement reskilling, upskilling, job rotation and mentoring programs to build enterprise talent. Plus, they can administer and manage the end-to-end internal mobility program from sourcing to placement as well as provide project management. 
  • Change management: RPOs can provide guidance on change management strategies to gain buy-in and promote a culture of internal mobility. Plus, they’ll provide data, analytics and reporting on program effectiveness and opportunities to fine-tune strategies. 
  • Technology consultation and implementation: RPOs can recommend and implement skills management platforms and talent mobility platforms to enable seamless movement and track program metrics. 

Filling your organization’s talent gaps begins with the workforce already inside it. But this untapped talent potential can only be leveraged through strategic, skills-based internal talent mobility programs. Your existing workforce could provide the talent solution you’ve been searching for. By partnering with an RPO on reskilling and upskilling initiatives, you gain strategic expertise to build a future-ready, skilled workforce.