Give your employees a clear career path
Show your workers personalized recommendations about opportunities available to them. Facilitate open conversations between employees and their managers around career aspirations. Be proactive in retaining top talent with internal mobility.
Make mentorships fairer and easier
Help employees break free of the limitations of their personal networks. Improve diversity with unbiased recommendations. Show them roles they may never have considered with personalized explanations about why they could be the right fit.
Give employees the experience to progress
Let people see roles available to them or integrate your Talent Marketplace to support gigs, projections, and rotations. Ensure internal applicants are competitive vs external candidates. Set your workers up for success and redeploy skills on demand.
It’s really important when you tie the employee value proposition to: you’re not just coming here to do a great job in the role that we’re hiring you for, but we’re hiring you to be the workforce of the future. And our promise to you is that we will develop your skills to get there.Empower your managers
Understand the composition and skills of teams. Create a culture of collaboration that fosters internal mobility across teams and reduces time to ramp.
Make it easy for internal talent
Provide personalized recommendations for open vacancies alongside other development and upskilling opportunities. Increase internal applicants, improve retention, and reduce time to fill.
Mitigate bias in internal hiring
Consider employees alongside external candidates in the Beamery CRM. Use AI to suggest best-fit candidates based on skills and experience. Empower your recruiters with insights around when an employee is ready for a move, and catch them before they quit.
Start with your internal talent
Proactively identify skills, develop and upskill talent, and redeploy your workforce.
Understand your current capabilities and skills versus your organization’s objectives.
Empower managers with insights into team composition and skill deficits.
Consider internal talent that can be developed or upskilled for hard-to-fill roles.
Make acquisition plans after you’ve looked internally to plug remaining skills gaps and to bring in fresh ideas.
Further resources
How To Create A Winning Talent Experience
Elevate your talent experience to attract top candidates, and retain top employees, with a personalized, skills-based approach.
7 Talent Predictions For 2024
A new year is upon us. What are business and HR leaders likely – and well advised – to focus on in 2024?
How Does Banner Health Build Talent Pipelines & Pathways? With Sarah Keisling & Jami Sinick
Sultan speaks to Jami Sinick, Vice President of Talent Acquisition, and Sarah Keisling, Associate Vice President, Talent Management and HR Operations at Banner Health.
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