Give your employees a clear career path
Show your workers the opportunities available to them to develop and upskill. 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. Foster connections that allow knowledge and advice to be shared at pivotal moments in careers.
Give employees the experience to progress
Offer people the chance to gain hands-on experience through gigs, projects and rotations, via a Talent Marketplace. 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. Plug immediate skills gaps using projects and gigs. Create a culture of collaboration that fosters internal mobility across teams and reduces time to ramp.
Make it easy for internal talent
Recommend open vacancies alongside other development and upskilling opportunities. Offer a quick and simple application process. All in one place: Beamery Grow. 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
The Era Of Connectors: Transforming Middle Management In A Skills-First World
Our latest research prompts a rethink around the value middle managers can bring. Discover where to invest to create empowered, connected people leaders who can address your pressing talent challenges
How Is Edwards Lifesciences Building Skills To Change Lives? With Adam Artar
Adam Artar, Director of Global Talent Acquisition at Edwards Lifesciences, talks about the very real impact of the skills they are building – on talent, and on the lives of patients.
What Are “Skills”?
What do we mean when we talk about “skills” in the workforce? And what is their significance in the wider realm of talent management?
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