Beat the labour shortages by focusing on career mobility

With the continuing global talent shortage, it is no surprise that job vacancies are at a record high. Many businesses are struggling to fill vacancies with the most in-demand skills and are now identifying skills gaps in their workforce. To overcome this, hiring managers must look to their existing talent pool instead.

First, they need to identify individuals seeking greater opportunities for personal growth and career development. Then they must take a strategic approach: reviewing their culture, practices and technology to retain and attract the talent needed for future success.

Creating a culture of career mobility will give employees the visibility they need for development opportunities within the business. Proper management training and comprehensive career assessments for all individuals will encourage staff to take a proactive approach to learning and upskilling. But it means career mobility has to be a key focus for wider business strategy – not just an HR concern.

Focus on skills not jobs to better motivate the workforce

Businesses will struggle to attract and retain the talent that they need if they don’t provide their existing employees with the ability to develop their skills and careers. Access to the right resources, tools and opportunities can create the foundations needed for employees and organisations to develop.

Driving this culture of career mobility brings benefits to both the business and its employees. Demonstrating a focus on employees’ capabilities and knowledge will help staff to feel empowered and motivated to achieve their personal goals.

This helps to create a productive workforce that focuses on skills rather than specific job roles.

Soft skills are much harder to teach than technical capability, so upskilling the workforce can help the business to cope better with the current instability in the job market, and provides staff with the chance to operate across different functions if needed. This can lead to a highly skilled workforce, with employee adaptability and flexibility driving organisational success.

Employees become more motivated and empowered when organisations offer guided learning and development. By taking ownership of their personal development goals, they’ll become more  proactive in overcoming any personal development challenges. And by having a focused career plan, they’ll have greater independence and job satisfaction.

Retain talent through career development

Organisations that offer high internal mobility are more likely to retain key talent, as employee satisfaction improves loyalty. It means staff are more likely to pursue development opportunities internally, rather than outside of the business.

Embracing career mobility ensures that organisations are well equipped for the future and allows employees to make informed career decisions that not only align with their personal needs, but with the company’s too.

Employees are prioritising personal growth and demanding career development opportunities. And so firms need to understand that they must support it – or risk losing key talent that will be difficult to replace.