March 19, 2020
March 19, 2020
Contributor: RJ Cheremond
To create career opportunities and close skill gaps, make it easier for employees to switch roles inside the organization.
Employees often quit their jobs due to a lack of career opportunities — and take with them key skills and capabilities. A job move inside the organization could keep them, and proactively engage others who aren't actively looking to leave.
“Recent data showed 26% of employees actively looking for a new career opportunity, and another 39% open to the idea, although not actively searching,” says Lauren Smith, Vice President and Team Manager, Gartner. “One way to reduce turnover rates is to create more desirable internal career opportunities for employees.”
Read more: Build a Vibrant Internal Labor Market and Increase Your Talent Pool
The goal for active job seekers is to pull them toward open roles. Make those roles easy to find, specify a preference for internal hires and clarify the career benefits they offer. Gartner research finds that only 27% of active job seekers agree that their organization makes it easy for them to find job opportunities that suit their interests.
Organizations will benefit from maintaining active job seekers when they make it easier for employees to locate internal openings and apply successfully.
To attract all three groups of active job seekers, HR leaders must adopt a nuanced approach tailored to different segments of job seekers:
Read more: U.S. Companies Offer Less of a Pay Bump to Attract Job Switchers
Under the right circumstances, even employees not actively looking (39%) can be nudged into pursuing an internal opportunity — as can the segment of employees (36%) who claim to be closed to switching. With employment rates at record lows, external recruiters are introducing new methods through employee referrals and social media to attract employees.
A recent Gartner survey found that 52% of employees say they would respond to recruiters from outside organizations if approached. To retain these employees, leverage tactics that present them with compelling opportunities:
The secret to maximizing retention is for HR leaders to balance resource allocation and proactive action and develop strategies that target both active job seekers and employees who are not actively looking for new positions.
Join your peer CHROs and HR leaders from leading organizations to discuss specific HR challenges and learn about top HR trends, insights and priorities.
Recommended resources for Gartner clients*:
Use Talent Mobility to Retain Your People
*Note that some documents may not be available to all Gartner clients.