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Internal Mobility: Onward and Upward

In a recent piece, we talked about the unspoken challenges of D&I: the pressure to deliver – and fast. It’s one of those topics that few people tackle because no one wants to admit that meaningful progress is still years off. Today, we’re going to switch gears and examine another topic that we need to get honest about, and that’s internal mobility. There’s a lot of content out there about internal mobility, but more often than not, the focus is on the purpose and benefits. Quotes with buzzy stats like, “Internal mobility is up 20 percent since the onset of COVID-19, according to LinkedIn data,” get recycled and repeated without telling the whole story. Until now, of course. 

Like D&I, the truth is that internal mobility is nowhere near as sophisticated or advanced as you are led to believe. Up 20 percent from what? Where was it pre-pandemic? Are skills “the new currency,” or are tighter budgets causing employers to look inward for the first time in years? These are big questions that don’t get answered algorithmically, at least not to start, and if we keep doing internal mobility the same way, we’ll see the same output. That’s why we need to shift our organizational mindset from overlooked and underappreciated to one of advocacy and empowerment. 

The employee side 

The blockers to internal mobility are two-fold: employee-side and employer-side. Employees need to understand the opportunities that are available to them and feel encouraged to apply. Scratch that, they need the ability to own their careers, take charge of their trajectory, and develop a sense of responsibility for their path – something that speaks to both culture and infrastructure of the organization. Too often, employees take on new duties with the same title and pay and little recourse on the part of their employer. Do you know what happens in those scenarios? The employee quits. 

Prudential Financial’s latest Pulse of the American Worker survey found that 26 percent of workers are planning to leave their current employer after the pandemic. More surprising, however, is that 80 percent are doing so because they’re concerned about career advancement and 72 percent say the pandemic caused them to rethink their skill sets. Internal mobility has no chance if retention gets in the way, which is why I return to the concept of stay interviews over and over again. You’ve heard of exit interviews, no doubt, but stay interviews offer the chance for employer and employee to sit down and discuss why the employee stays with the company. To get into what makes the workplace experience worthwhile in the long run, and that involves having frank conversations with employees, asking questions like: Who is the advocate for you in your career? How does our culture encourage you to grow? Do you have the resources in place to develop? What are you looking to achieve? 

The employer side 

Organizations that are serious about internal mobility have to think long and hard about the culture they’ve built and what it tells employees about their career prospects. Stay interviews are one example because these give employees an outlet and offer the employer critical intel about the existing workforce. Then, there are the systems at play. How employees learn about internal jobs, how they apply, and vice versa. Here’s where technology becomes important because, without it, these programs flounder and fizzle out. 

Says Prudential Financial vice chair Rob Falzon, “If you’re an employer and you’re not being accommodating, you’ll lose talent.” That right there is why employers should take a proactive approach to internal mobility and consider matching people to jobs as well as people to people. Brion Lau, co-founder of MojoRank, suggests pairing employees on stretch assignments or implementing job rotations, sharing, “The workforce of the future will look very different inside of a company, where there may even be a talent marketplace that enables employees to sign up for gigs or special projects that will advance their skills. 

By now, every recruiter under the sun knows it’s not enough to simply post a job in hopes of stumbling across the right candidate. Recruiting requires the careful orchestration of sourcing, attraction, engagement, and the like to deliver a positive experience back to candidates. It’s time we stop treating internal mobility as something that will just happen. Employees are the candidates of internal mobility. It’s not enough to have an internal job board if they don’t feel inspired to use it. You have to know what you want, what they want, and empower one another with the possibilities.

 

ABOUT WILLIAM TINCUP, SPHR/SHRM-SCP

William is the President of RecruitingDaily. At the intersection of HR and technology, he’s a writer, speaker, advisor, consultant, investor, storyteller & teacher. He’s been writing about HR and Recruiting related issues for longer than he cares to disclose. William serves on the Board of Advisors / Board of Directors for 20 HR technology startups. William is a graduate of the University of Alabama at Birmingham with a BA in Art History. He also earned an MA in American Indian Studies from the University of Arizona and an MBA from Case Western Reserve University.

 

 
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Discover overlooked candidates with MojoRank

On RecruitingDaily’s Use Case Podcast with William Tincup, MojoRank co-founder Brion Lau describes some of the unique features and benefits of MojoRank’s intelligent talent matching platform that sets it apart in the marketplace.

Tincup described MojoRank’s ability to mine otherwise overlooked candidates buried in a company’s applicant tracking systems like surfacing “found money,” only in this case they are “found assets.” Companies rarely undertake the cumbersome task of going back and digging into their ATS to consider candidates that have previously applied for open positions, even though the perfect-fit candidate for the current open req might be sitting right in their own system.

Lau also touches upon the plethora of use cases for MojoRank, thanks to its broad and versatile matching ability. Not only does it match talent to a specific opportunity, but it also matches candidates to all suitable opportunities, even ones the recruiter might not even know about. It also has a feature that finds and surfaces other candidates similar to the one you are considering, for example to backfill positions left empty by internal employee mobility.

Tincup and Lau broached the subject of workforce diversity and how MojoRank can help mitigate unconscious hiring bias through its anonymization feature.

For more details about these and the other topics addressed during this interview, listen to the full podcast below.

#overlookedcandidates #talentmatching #internalmobility #diverserecruiting

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MojoRank Available on Microsoft AppSource

We are excited about MojoRank’s availability on Microsoft AppSource, an online cloud marketplace providing tailored line-of-business solutions.

MojoRank’sAI-enabled talent matching software features a proprietary algorithm that intelligently evaluates candidates based on job requirements to instantly disqualify those who aren’t a fit and surface those who are the best fit and ready to make a move.

Companies that post dozens of jobs each year and receive thousands of applications can easily get bogged down in the hiring process. MojoRankeliminates inefficiency, protects investments in human capital and boosts retention by aligning the right talent with the right job, including a built-in backfill plan. Using AI and machine learning, the platform:

  • Matches in All Directions Other talent matching engines match jobs to candidates. MojoRank’s proprietary matching engine matches jobs to candidates, candidates to jobsand candidates to candidates (via the “find similar candidates” feature).
  • Automates Candidate Rediscovery You are sitting on a gold mine of talent. Rediscover and re-engage applicants hidden in your own recruiting systems.
  • Supports Internal Mobility MojoRank makes it easy to identify ideal internal candidates and recommends the best back-fill candidates.
  • Supports Diversity Goals  MojoRank’s anonymization capability focuses recruiters’ and hiring managers’ attention on the objective facts around candidates’ qualifications to minimize unconscious bias.
  • Matches for any Position Contingent or permanent, project-based or ongoing – MojoRank intelligently reads and understands job descriptions and instantly surfaces and ranks the best candidates with aligned goals.
  • Matches for any Location Our proprietary algorithms identify the best-fit talent no matter where they live, regardless of whether the position is remote, onsite or hybrid. 

MojoRank is compatible with any existing HR system and technology stack, so companies can enjoy its benefits right away without modifying or replacing any existing platforms.

Kirsten Edmondson Wolfe, Senior Director of AppSource Product Marketing, Microsoft Corp. said, “We’re pleased to welcome MojoRank and its Intelligent Recruiting Solution to Microsoft AppSource, which gives our customers access to the best solutions available from our extensive partner ecosystem. Microsoft AppSource offers partner solutions such as MIRS to help human resource organizations meet their needs faster.”

Read the full press release here.

To learn more, visit www.MojoRank.com or explore the Intelligent Recruiting Software on MicrosoftAppsource.