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3 Steps to Making Internal Talent Mobility Work

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2 RolePoint Inc. © 2016 3 Steps to Making Mobility Work 3 S T E P S T O M A K I N G M O B I L I T Y W O R K INTRODUCTION When Hankin first talked of the "war for talent", in his paper for Consultants McKinsey, he was perhaps highlighting the increasing competition for specific types of knowledge workers, a competition that was only going to intensify over the coming years. The war for talent is a term coined by Steven Hankin of McKinsey & Company in 1997, and a book by Ed Michaels, Helen Handfield-Jones, and Beth Axelrod. The war for talent refers to an increasingly competitive landscape for recruiting and retaining talented employees. In the book, Michaels, et al., describe not a set of superior Human Resources processes, but a mind-set that emphasizes the importance of talent to the success of organizations. Much of the discussion around this topic, and it has gone on and on throughout the blogosphere and in the highest realms of academia, has focused around talent attraction and the lengths organizations were going through with concepts like employer branding to make them employers of choice in a competitive landscape. In a keynote I delivered to Ohio SHRM in 2012, I suggested that organizations were focussing in the wrong direction when considering the "war for talent", and that rather than looking to compete in a "war" for other people's talent, HR professionals might find their time better employed looking at the "war for their talent", employing tactics around engagement, development and above all else, internal mobility, as a means of retaining employees before looking for new ones. The respected research organization CareerXroads attributes internal hiring as being credited as the source of hire over the last 3 years as: 2013: 41% 2014: 41% 2015: 37.1% (Source: CareersXroads Source of Hire 2013, 2014, 2015) The decrease in 2015 is attributed to better tracking rather than an actual decrease in real terms. This consistently represents the greatest source of hire, with referred candidates accounting for 19.2% of hires and via the career site 19.1%

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