Unlocking the potential: Benefits of internal mobility for contingent employees in your organisation

The untapped potential of contingent workforce internal mobility

Many companies today hire temporary workers to fill gaps and get highly specialised experts quickly. However, companies often box these contingent workers into the roles they were initially hired to fill. Recruiters and human resources departments overlook the potential of maximising the contingent workforce by using them to fill different roles within the company. 

Overview of internal mobility

Internal mobility refers to the movement of employees within a company, including promotions, lateral moves, or project assignments. While traditionally focused on permanent employees, this practice is becoming increasingly relevant for contingent workers.

Definition and importance

Internal mobility for contingent workers means offering them new roles within the company. This shows them that you value their skills while also gaining their loyalty. This approach fills skills gaps quickly and cuts recruitment costs. It also boosts productivity, reduces staff turnover, and makes the business more adaptable.

Current state of internal mobility for contingent workers

Even though there are clear benefits, many companies still need to embrace internal mobility for contingent workers fully. This might be because of a need for more awareness, outdated processes, or the idea that contingent workers aren’t interested in long-term career development. 

However, some innovative companies are starting to see internal mobility’s strategic value and taking steps to incorporate it into their workforce plans.

This article aims to illuminate the often-overlooked potential of internal mobility for contingent workers. Specifically, we aim to drill down into the following key points:

• to encourage businesses to reevaluate their approach to managing their temporary workforce
• to highlight the underutilised yet vast talent pool that often goes unnoticed within the contingent workforce
• to emphasise the benefits of internal mobility
• to demonstrate the strategic value of this approach 
• to encourage its adoption as a critical component of workforce management strategies.

The case for internal mobility for contingent workers

Here are some solid arguments for extending internal mobility opportunities to contingent workers.

Leveraging existing talent

Instead of doing external recruitment, organisations can and should leverage the skills and experience of their existing contingent workforce. Here’s why:

Benefits of utilising contingent workers for internal roles

• Contingent workers are already familiar with the company’s culture and processes. They can easily step into new roles.
• Hiring from within this talent pool reduces the costs and effort of external recruitment.
• Providing career development opportunities through internal mobility boosts morale and loyalty, leading to higher productivity and lower turnover among contingent workers.

Case studies of successful internal mobility programmes

Industry leaders like Google and IBM have embraced internal mobility programmes, reaping significant benefits:

• Google empowers employees to explore various roles through career development frameworks, internal job boards, and mentorship, resulting in increased retention and job satisfaction. 
• IBM’s initiative focuses on skill mapping, training, and job rotation, leading to increased internal promotions and a more agile workforce.

Addressing internal skill gaps

Internal mobility allows companies to tap into the existing skills of their contingent workforce as needed. It’s a win-win approach for companies looking to hire experts right away and for independent contractors looking for predictable sources of income.

Reducing recruitment costs and time-to-fill metrics

Recruiting and onboarding new employees can be a costly and time-consuming process. With the internal mobility approach, companies can instead use the skills and experience of their current contingent workforce. This accelerates the time-to-fill for vacant roles and eliminates the need to seek out new hires.

Enhancing operational continuity and agility

When temporary workers move to new roles within the company, they bring valuable knowledge about how the business operates. This ensures smoother transitions and keeps essential projects on track. The ability to quickly shift these workers to different jobs helps the company adapt swiftly to changing market conditions, maintaining its competitive edge.

Improving engagement and retention

Internal mobility programmes benefit both parties by giving companies a more engaged, loyal contingent workforce and providing opportunities for workers to grow and develop. Internal mobility moves independent contractors from being “one-and-done” workers to a more constant presence within the company.

Strategies to increase employee satisfaction

To boost satisfaction among contingent workers, organisations can implement several key strategies:

• Establish a centralised system to inform contingent workers about available internal positions and projects.
• Offer training and upskilling opportunities to help contingent workers expand their capabilities and qualify for new roles.
• Facilitate connections between contingent workers and regular staff to encourage knowledge sharing and career guidance.
• Acknowledge the contributions of contingent workers through performance-based incentives and public recognition.
• Implement a structured feedback system to ensure contingent workers receive constructive input on their performance and areas for improvement.

Reducing turnover rates through mobility opportunities

Internal mobility can be a powerful tool for reducing turnover among contingent workers:

• By offering paths for advancement, organisations demonstrate long-term value to contingent workers, encouraging them to stay.
• Varied work experiences through internal moves can increase job satisfaction and reduce the likelihood of workers seeking opportunities elsewhere.
• When contingent workers are considered for internal roles, it fosters a sense of inclusion and commitment to the organisation.
• Matching contingent workers with roles that best utilise their skills can increase job satisfaction and reduce turnover.
• Organisations that offer mobility opportunities may be branded as more attractive employers, which helps retain top talent in a competitive market.

Implementing an effective internal mobility programme for contingent workers

Are you convinced of the benefits of internal mobility for employees? Here’s everything you need to know to get started immediately. 

Best practices for promoting internal mobility

Organisations need to adopt a structured approach to understand the skills within their workforce and create clear pathways for career development.

Identifying and mapping skills

To effectively harness your contingent workforce’s potential, consider these key strategies:

• Conduct a thorough assessment of the skills possessed by your contingent workers. This can be done through surveys, interviews, or skills assessment tools.
• Create a centralised database to store and manage information about workers’ skills, experiences, and qualifications.
• Regularly compare the skills available in your contingent workforce with those required for various organisational roles.
• Implement a system for contingent workers to update their skills profiles as they acquire new competencies or complete training programmes.
• Consider using Artificial Intelligence and other technologies to analyse skills data and identify potential matches for internal opportunities.

Creating clear pathways for career progression

Once you know the available skills within your contingent workforce, establish clear paths for career development by doing the following:

• Develop structured career frameworks that outline potential progression routes for contingent workers across different departments and roles.
• Ensure that information about internal opportunities and requirements is easily accessible to all contingent workers.
• Reframe job descriptions to focus on required skills rather than specific qualifications or job titles, encouraging cross-functional moves.
• Implement a comprehensive approach to career growth, including mentorship programmes pairing experienced staff with contingent workers, targeted training opportunities aligned with potential career paths, and regular career discussions between managers and contingent workers to explore aspirations and internal opportunities.

Overcoming barriers to internal mobility

Whilst the benefits of internal mobility for contingent workers are clear, implementing such programmes often faces challenges. 

Addressing organisational silos

Organisational silos can significantly hinder the flow of talent across different departments. Here are some things companies can do to break down these barriers:

• Encourage collaboration between departments by assigning contingent workers to cross-functional teams.
• Implement short-term rotations to expose contingent workers to different areas of the business.
• Use technology to facilitate information sharing and collaboration across departments.
• Organise regular meet-ups or workshops to foster connections between contingent workers and permanent staff from various departments.
• Form teams based on required skills rather than departmental boundaries for specific projects.

Ensuring manager buy-in and support

Managers can often act as gatekeepers—either facilitating or hindering the movement of contingent workers across the organisation. Their support is crucial for identifying development opportunities, releasing talent for new roles, and fostering a culture that values internal mobility. 

Do the following to gain their support:

• Conduct workshops to help managers understand the benefits of internal mobility for the organisation and their teams.
• Incorporate support for internal mobility into managers’ performance evaluations.
• Implement a mentorship programme where managers coach high-potential contingent workers.
• Develop a standardised handover process for departing team members.
• Implement a points-based reward system for managers who successfully transition team members to new roles.

Leveraging technology and tools

Today’s technology enables organisations to match contingent workers with new roles efficiently, track their skills, and measure programme success. These digital tools streamline processes that were once manual and time-consuming.

Utilising HR technology for mobility programmes

Modern HR systems offer features specifically designed to support talent redeployment. Key technologies to consider include:

• An internal job board accessible to all contingent workers.
• Skill-matching algorithms to identify suitable candidates for open positions.
• A mobile app for easy access to mobility opportunities and applications.
• Chatbots to answer frequently asked questions about the mobility programme.
• E-learning platforms to support skill development and career progression.

Implementing data-driven decision-making

Data analytics can help organisations make more informed decisions, predict future needs, and demonstrate an internal mobility programme’s impact. Consider these approaches:

• Track key performance indicators (KPIs) related to internal mobility success.
• Use predictive analytics to forecast future skill needs and mobility opportunities.
• Conduct regular surveys to gather feedback on the mobility programme’s effectiveness.
• Analyse retention rates and performance data of internally moved contingent workers.
• Create data visualisations to communicate mobility trends and impacts to stakeholders.

Building a culture of mobility

For internal mobility programmes to thrive, organisations must foster an environment that values and encourages talent mobility. 

Encouraging a growth mindset

A growth mindset is crucial for contingent workers to embrace new opportunities and challenges. Aside from the already mentioned mentorship programme to pair contingent workers with experienced employees, you can also do the following to cultivate this mindset:

• Offer workshops on personal development and career planning.
• Highlight success stories of contingent workers who have successfully changed roles.
• Provide resources for self-directed learning and skill acquisition.
• Train managers to give constructive feedback that encourages growth and development.

Rewarding and recognising internal movement

Recognition and rewards can reinforce the value of mobility within the organisation. Consider these strategies:

• Implement a points-based system that rewards workers for acquiring new skills.
• Celebrate internal moves through company-wide announcements and events.
• Offer bonuses or increased compensation for successful role transitions.
• Include mobility metrics in performance evaluations for both workers and managers.
• Create a “Mobility Champion” award to recognise individuals who exemplify the spirit of internal mobility.

Realising the full potential of your contingent workforce

By embracing internal mobility for contingent workers, organisations can unlock a wealth of benefits while addressing the business’s and its workforce’s evolving needs. This approach maximises the value of existing talent and creates a more dynamic, engaged, and skilled labour pool.

Summary of key points

As explored throughout this article, implementing an effective internal mobility programme for contingent workers requires a multifaceted approach. Let’s recap the essential elements and their significance.

When an organisation implements an internal mobility programme for contingent workers, it can harness the following advantages:

• Cost savings through reduced recruitment and onboarding expenses.
• Improved retention rates among contingent workers.
• Enhanced skill utilisation across the organisation.
• Increased workforce agility and adaptability to changing business needs.
• Higher employee engagement and job satisfaction.

Importance of a strategic approach

A successful internal mobility programme requires a comprehensive strategy which includes these elements:

• Aligning mobility initiatives with overall business objectives ensures maximum impact.
• Overcoming organisational silos is crucial for seamless talent movement.
• Gaining manager buy-in is essential for programme success.
• Leveraging technology streamlines processes and improves programme efficiency.
• Building a supportive culture encourages widespread participation and acceptance.

Final recommendations

As we conclude, let’s focus on actionable steps to implement internal mobility programmes and the importance of tapping into your existing talent pool.

Steps to implement internal mobility programmes

To kick off your internal mobility initiative, start by looking at your current workforce. Identify where you have skill gaps that need filling. Next, hammer out a clear policy that everyone can understand—it should spell out how the process works and who’s eligible. 

You’ll want to set up an easy-to-use platform where opportunities can be posted and applications submitted. Remember to bring your managers up to speed; they need to know the programme’s ins and outs and why it’s so valuable. Finally, decide how you’ll measure success; having solid metrics in place will help you fine-tune the programme as you go along.

Encouragement to explore internal talent pools

It pays to be proactive when it comes to making the most of your contingent workforce. Keep an eye out for hidden talents—you might be surprised at who you find already on your team. Nudge your managers to look internally before they start hunting for new hires. 

Shout about your success stories. Nothing motivates quite like seeing someone else succeed. Give your workers chances to build new skills that’ll set them up for future moves. Above all, work on creating a culture where internal mobility isn’t just accepted but celebrated at every level.

Reach out to CXC to get your internal mobility programme up and running

Ready to unlock the full potential of your contingent workforce? With 30 years of expertise in contingent workforce management, we offer advanced HR technology and proven strategies to implement effective internal mobility programmes. We ensure compliance while maximising the value of your existing talent pool.

Contact us to learn how we can tailor a solution to your organisation’s unique needs.

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