Creating Career Paths for Underserved Employee Groups
- The client had an initiative to help Customer Support employees move to other parts of the organization.
- This was the most diverse employee population, but had the highest churn in the company due to the limited number of senior roles in the function.
- After launching Beamery, 91% of employees reported confidence in career navigation, with multiple paths between teams being established.
The Customer Support team in the client organization, a leading tech company, was roughly a third of their total employees, and the most diverse group in terms of race and gender. Despite management focus and investment in training programs, this team also had the highest turnover in the company, with “lack of career opportunity” cited as the number one reason for people leaving.
The client had identified several other teams (i.e. Operations) who had high work demand that was not being met through external recruiting. Traditionally, there had not been much movement between teams, and Support employees generally weren’t aware of the jobs and possible moves that could be made.
The Approach and Implementation
The client wanted to establish visible career paths from Customer Support to other teams in the organization, and reduce attrition rates.
Beamery connected people with these jobs through its career pathways experience, helping those employees discover jobs they didn’t know existed, while connecting them to others in those roles. Applicants were passed into existing external hiring processes so there was no disruption to existing workflows.
There were two weeks of initial setup, which included integrating with Workday and Greenhouse, and configuring eligibility policies.
Beamery’s career pathway dataset was leveraged and connected to existing jobs as well as employees who had made those moves. The client could then highlight paths (in the platform) to teams that were understaffed and could leverage more internal hiring. Applicants were automatically submitted into existing hiring flows in the ATS.
AN INCREASE IN CONFIDENCE OF CAREER NAVIGATION
92% of employees who logged in reported confidence in their ability to navigate their career.
AN INCREASE IN INTERNAL MOBILITY & SHORTER TIME TO HIRE
Several teams reduced time to fill by 30+ days, by leveraging internal hires from Support.
IMPROVED EMPLOYEE CONNECTION & MENTORSHIP
Employees found new channels to connect for advice, and examples of others who made moves that were not visible to them earlier. Sentiment measured following the opportunity being opened up indicated a significant increase in intent to stay, and improvements in employees’ perceptions in terms of mapping their career.