With workplace skills, UK productivity and education high on the UK election campaign agenda, the survey suggests companies can benefit from auditing, developing and retaining existing employers. Only 30 per cent of CEOs interviewed by consultants PwC say they have the talent they need to fulfil their future growth ambitions.Alexander Mann Solutions, a global talent acquisition and management specialist, also found that HR executives’ faith in internal hiring increases significantly in sectors already experiencing skills shortages and where creating effective talent pipelines is more challenging.The figure rose from one in four to 36 per cent for investment banking; 50 per cent in energy; and 86 per cent healthcare.

Talent agenda driving HR, talent and mobility trends

Lisa Forrest, global head of internal talent acquisition at Alexander Mann Solutions, commented: “With very high attrition rates in many regions, retaining talent has become a priority for senior HR professionals and CEOs alike.“When you consider the highly-competitive, globalised landscape in which we operate, effective internal mobility strategies must be not only proactive, but also aligned with business objectives and the wider HR function, if they are to provide genuinely measurable success.”

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Related reading:

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• Talent resourcing and selection factsheet

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Getting talent moving

Highlighting the benefits of redeploying employees and the role of global mobility in attracting, recruiting and retaining employees as part of the employer value proposition (EVP), Ms Forrest adds:“While there may be some reluctance to let employees go from specific managers or departments, redeploying individuals, either to different regions or business areas, is one way to really gain an advantage over the competition.“The opportunity to move laterally within an organisation is now recognised as a key element in attracting, engaging and retaining talent. According to PwC, this is particularly true of the millennial generation with 71 per cent revealing that they want – and expect – the opportunity to work internationally in their careers.”

Internal redeployment

“It’s crucial that organisations acknowledge that employees will, at some point, look for a change in their career. When they reach this point, HR professionals need to be able to consider opportunities to redeploy them within the organisation, as to preventing top talent from migrating to another employer.“The use of predictive analytics, which uses algorithms to pre-empt such desires to move, can be particularly effective in identifying potential new roles that even the most diligent human recruiter might overlook.”

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