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HR Top Tips: 5 Keys to Gaining Momentum with Internal Career Mobility

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HR Top Tips: 5 Keys to Gaining Momentum with Internal Career Mobility

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Encouraging employees to engage in work and opportunities in ways that benefit both the organization and the employee has never been more valuable. Join us for this exclusive webinar, where Matthew Daniel, Principal of Talent Strategy and Mobility at Guild Education, will share the top five highest impact practices you can leverage to build momentum for your internal career mobility efforts now!

Encouraging employees to engage in work and opportunities in ways that benefit both the organization and the employee has never been more valuable. Join us for this exclusive webinar, where Matthew Daniel, Principal of Talent Strategy and Mobility at Guild Education, will share the top five highest impact practices you can leverage to build momentum for your internal career mobility efforts now!

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HR Top Tips: 5 Keys to Gaining Momentum with Internal Career Mobility

  1. 1. HR Top Tips: 5 Keys to Gaining Momentum with Internal Career Mobility Tara Dwyer Webinar Coordinator Human Resources Today Matthew Daniel Principal of Talent Strategy and Mobility at Guild Education November 16th, 2022 9:30 am PST, 12:30 pm EST, 5:30 pm GMT With
  2. 2. Lever is a leading Talent Acquisition Suite that makes it easy for talent teams to reach their hiring goals and to connect companies with top talent. Lever is the only platform that provides all talent acquisition leaders with complete ATS and robust CRM capabilities in one product, LeverTRM. The LeverTRM features allow leaders to scale and grow their people pipeline, build authentic and long-lasting relationships, and source the right people to hire. Lever Analytics provides customized reports with data visualization, offers completed, interview feedback, and more, to inform strategic decisions between hiring managers and executives alike. Our platform also enables companies to hire with inclusivity in mind, helping eliminate any hiring bias. Lever supports the hiring needs of over 5,000 companies around the globe including the teams at Netflix, Spotify, Atlassian, KPMG, and Nielsen. Lever is now a subsidiary of Employ, offering the industry’s most comprehensive talent acquisition portfolio. Learn more at www.lever.co
  3. 3. TO USE YOUR TELEPHONE: You must select "Use Telephone" after joining and call in using the numbers below. United States: +1 (914) 614-3221 Access Code: 123-667-591 Audio PIN: Shown after joining the webinar TO USE YOUR COMPUTER'S AUDIO: When the webinar begins, you will be connected to audio using your computer's microphone and speakers (VoIP). A headset is recommended. Click on the Questions panel to interact with the presenters
  4. 4. Matthew Daniel Principal of Talent Strategy and Mobility at Guild Education HR Top Tips: 5 Keys to Gaining Momentum with Internal Career Mobility
  5. 5. 5 NOW: People want pay for today, pathways for tomorrow, and work with purpose. Lack of career development & advancement Inadequate total compensation Uncaring / uninspiring leaders Lack of meaningful work Unsustainable work expectations Unreliable / unsupportive people Lack of workplace flexibility Lack of support for health & well- being Non-inclusive community Geographic ties & travel demands Unsafe workplace environment Inadequate resource accessibility 41 36 34 31 29 26 26 26 14 13 13 11 Top reasons for quitting previous job, Apr 2021 - Apr 2022, % Pathways Pay Purpose NEW EMPLOYEE EXPECTATIONS McKinsey & Company, 2022
  6. 6. Sources: Carnevale et. al, “College Is Just the Beginning,” Georgetown Center on Education and the Workforce (2015); NCES (2016); BLS (2018) For every $1 spent on training White employees, $0.81 is spent on Black employees $0.68 is spent on Hispanic/ Latino employees NOW: More employer-provided training dollars go to White and Asian employees than Black and Hispanic employees
  7. 7. The Impact of Mobility and the Problem with Getting There HR professionals who say that managers they work with believe external candidates will turn out to be better hires than internal candidates 44% HR professionals who say that employees are not encouraged to look internally for new career opportunities 43% Likelihood of internal candidates to quit if given an interview 1/2 7
  8. 8. NOW & NEXT: The Sansdemic & Campus Pipelines Unexpected decrease in enrollment over the past two years ~1M Expected decline in enrollment beginning in 2025 -15% -8% Black enrollment -6% Indigeneous enrollment -11% International enrollment -31% Freshman enrollment from urban areas
  9. 9. Field Growth Between 2022 and 2030 Cybersecurity +24% Field Manager +12% Software Engineer +22% Marketing +18% CSRs +2% Tellers -12% Registered Nurse +8% Cashiers -5%
  10. 10. Signal to potential or existing staff that they have a future if they come /stay Compete for talent by improving retention, engagement, & attraction Companies are combining reskilling and mobility to create a talent pipeline to: Create a more agile workforce to respond to a dynamic market Anticipate and address skill-shortages in real- time Address potential automation or displacement of existing talent Preserve your brand value as an employer of choice Solve talent shortages in high demand areas more equitably Save on recruiting costs in a highly competitive market (6x)
  11. 11. Making career pathways realistic and easy to advance along Leverage well-trodden pathways that include Accessible gateway jobs + equitable skilling opportunities 1 Companies with low internal mobility rates have an average employee turne of 2.9 years, while companies with high internal mobility have an average tenure of 5.4 years.
  12. 12. Growth Learning in the flow of work
  13. 13. Illustrative: Technical pathways create opportunity for non-clinical talent in in-demand roles Frontline Coaching services provided throughout the student journey Software Engineer Frontline Role Legend Gateway Role Entry Level Role Destination Role Technology Job Family IT Support Specialist Career Launch: Digital Literacy 2 months IT Support Certificate 7 months Associate Software Engineer Project Coordinator IT Project Manager Associate Project Manager Project Mgmt. Certification 6 - 12 months Project Mgmt. Certification 6 months Sr. Systems Analyst Systems Analyst Six Sigma Black Belt Cert 6 months Data Scientist Data Analyst Bachelor’s in Data Analytics 4 - 6 years 6 months Coding Boot Camp / Cert. 6 months Data / Computing Certification Bachelor’s in Web Development 4 - 6 years 4 - 6 years Bachelor’s in Project Management 4 - 6 years Bachelor’s in Business Info Systems or Computer Science
  14. 14. 14 Research shows that ‘stepping stone’ jobs that have historically helped workers transition from low to high wages are becoming a smaller share of all jobs. Companies that have more of these stepping stone jobs are not only contributing to a more stable workforce, but also can benefit from a more diverse pipeline of entry level workers and improved retention. - Brookings Invest in promotion into gateway roles and reskilling into entry level roles in a new field Gateway Roles are critical for Supply/Demand Flexibility; by investing in pipelines into and out of gateway roles, you give your workforce the flexibility to pivot to the needs of tomorrow instead of reacting to the talent shortages of today. Graduates Entry Level Jobs Gateway Jobs Destination Jobs Many organizations have constraints at the gateway job level.
  15. 15. Empowering workers with self-knowledge and self-belief Give employees the tools and support (coaching, resume prep, interview practice) to build a new narrative and occupational identity Create opportunities to build social capital & community with those they want to Source: Guild analysis 2 +
  16. 16. Employees start their mobility journey with exploration Career Exploration 1. Identify and clarify one’s own values, interests, personality, and skills 2.Explore careers, industries and roles 3.“Try on” career interests Job Search 1. Plan for a job search 2.Differentiate oneself with a personal narrative and interview preparation 3.Navigate the job search Skills + experience acquisition 1. Enroll in relevant program 2. Gain relevant skills and experiences through education and elsewhere 3.Narrow one’s own career interests to specific roles Career Exploration Skills & experience acquisition
  17. 17. Creating a culture shift and awareness of a commitment to opportunity Leverage internal marketing of pathways, career opportunities, and success stories that make it hard to ignore Make your commitment to opportunity central to your employer brand and clear to your community Source: Guild analysis 3 + CAREER
  18. 18. Reducing friction in management and organizational processes Design processes that intentionally remove friction, like internal recruiting, internships, and manager rewards Leverage systems that are built to forecast and connect employees to opportunity via recruiters and managers Source: Guild analysis 4 +
  19. 19. Adoption By moving to tuition-free education, the organization increased adoption within eligible populations from 1% to 8% Rocket Companies journey to game-changing mobility began with accessible education benefits Impact Ed Benefit Advancement Employees who enrolled in programs and subsequently moved into new positions increased from 14% of participants to 82% of participants moving to new roles 82% Enabled fully funded programs aligned with business strategy Offered expanded access to short form programs Focused on underrepresented populations and proactively removed barriers to access Opportunity Platform Leverage a team of career coaches to help learners access new roles Focused marketing and career discovery tools to build talent pipelines Use student progress reporting for proactive career outreach to near- graduates Sources: Josh Bersin, Definitive Guide to Corporate Learning and Talent Development Hot Seat Interview with KimArie Yowell 8x
  20. 20. Measuring and managing to mobility outcomes Set forward-looking mobility goals With leading indicators like talent pipeline, internal candidates, and internal interviews Track the actual impact on the business (ROI, internal placements) and the lives of people 5 +
  21. 21. More Data, Case Studies, and to Connect with Me
  22. 22. /in/dwyertara @HRPosts humanresourcestoday.com Q&A Matthew Daniel Tara Dwyer Webinar Coordinator, Human Resources Today /in/matthewjdaniel guildeducation.com @matthewjdaniel Principal of Talent Strategy and Mobility at Guild Education

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