Moving Talent

How to improve Talent Mobilization in 2023? 

Table of Contents


In the last few years, the concept of ‘Talent Mobilization’ has become very significant in the corporate world. What is Talent mobilization? Talent mobilization is the process of moving the talent of your organization from one role to the other. It is a way of ensuring that the right people are at the right place at the right time with the right skills. It could either be relocation from one city to another or one country to another or it can be within the organization itself like working on a different assignment or working with a different team. Talent mobilization involves a lot of cross-skilling, up-skilling, and expertise-skilling, making them more adaptable to the roles in open positions within the organisation.   


How to improve Talent Mobilisation in 2023  

Enterprises need to expand or change their business strategies and business models from time to time to align with the changes in the markets. It thus becomes inevitable for managers to focus on talent mobilization and encourage retention of their workforce, getting them ready to occupy new roles and responsibilities. Each organizational change will bring new challenges, so companies need to fill in this gap and make their workforce agile and future-ready. To leverage the skills of your human resource, talent mobility is the key, irrespective of the geographical location. Talent mobility provides this flexibility where enterprises can mould their internal and external workforce (such as vendors, and freelancers) in the best possible way to meet their business goals.   


Talent mobilization requires a lot of observation, critical thinking, intelligence, proactiveness, and agility to fill the gaps and move the organizational goals to the next level as quickly as possible. At present many organizations neither have the required skills for talent mobility nor do they have the right vision or framework to move talent from role to role in the most efficient way.  


Top managers need to possess perceptibility of their entire organizational talent, not only their existing talent but also their past, future, or prospective talent. A fine balance is required between your in-house talent and professional gigs or outsourcing talent by giving them good career opportunities and growth. The creation of talent pools is of utmost importance today along with the cultural changes in the organization.  

Improve Talent Mobilization

Why Talent mobility is necessary?  

Today, talent mobility is necessary due to various reasons…..  

  • To reduce the cost of hiring new talent and retain the existing employees, who are your most expensive resource  
  • To reduce the time and effort spent in hiring a new talent pool  
  • To align the skills of the workforce with the goals of the organization  
  • To upskill your workforce within the organization and improve their productivity  
  • To create a positively challenging and content atmosphere in the organization  
  • To cater to the interests of the human resource and broaden their horizon beyond existing roles and responsibilities  
  • To give them a chance in decision-making and engagement  
  • To get a competitive advantage over other companies  
  • To empower the workforce to reach their full potential  


How organizations can improve talent mobilization in 2023 and the coming years.  

The last 2-3 years were unexpectedly challenging for the entire world due to the pandemic. A few years back no one would have thought that covid would alter the social and economic lives of people and organizations. Companies need to operate talent mobilization even more efficiently in 2023 and in the coming years from the lessons learnt in the past. A few ways, in which organizations can do this as mentioned below:  


  1. Creating career paths:  

Traditional planning of your human resource may not work in today’s everyday changing scenarios. Managers and leaders need to create well-defined career paths for their workforce that motivate them to understand and take up new roles and responsibilities without hesitation. Career paths should be agile enough to give new opportunities to the workforce to embark on a new journey in the corporate world. Shifts need to be made from traditional linear career paths to more cross-functional or cross-departmental career paths and growth so that employees can easily envision their career growth in the future. This could mean job rotation, secondments, and more. Creative as well as analytical thinking is required in building the right and progressive career paths for the employees. These career paths may not be just vertical they can even be lateral, giving a wide perspective to the workforce like exchanging job roles or engaging in short-term projects.  


2. Providing consistent feedback and performance management:  

As the roles and responsibilities become more and more challenging and dynamic, only quarterly feedback and performance assessments will no longer work. Feedback on a day-to-day basis is required to fill in the gaps as soon as they are identified. Only a robust feedback system can help identify, improve, and move the talent in the right direction. This feedback needs to be positive and encouraging instead of making the workforce feel disconnected from their current and future roles and inspire the employees to give their best every day.  


3. Establishing a well-defined internal talent mobility program:  

Every organization needs to set up a talent mobility program or body that plans and discusses the ways of setting up and executing talent mobilization within the enterprise for the best interests of their employees as well as the organization. This involves a lot of discussions, brainstorming, observation, and strategic planning to make the whole idea of talent mobility successful. Senior management should pitch in and design strategies for a smooth flow of talent from one job to another within the enterprise.  

4. Equipping the company with the latest technology:  

No company can survive today without upgrading its technology and learning the latest technological advancements quickly and efficiently. For any kind of talent mobility, the enterprise should be technologically robust and adapt to best-in-class technological developments efficiently. Companies should adopt good talent management and upskilling software to develop and promote talent mobility. Talent management software should have the characteristics like identifying the talent, the gaps, and efficient career pathing. This will save time and effort, leading to a more efficient method of mobilizing the talent of your workforce within the organization.  


5. Providing robust training to your employees:  

Once the enterprise has the right technology and software, and initial planning is done, time and effort should be invested in the training and development of the employee skills. Upskilling should be a continuous process instead of a one-time effort. Good mentoring and regular training will provide the right guidance to your employees, they will be able to recognize their hidden talents and will put in efforts in sharpening their existing skills, building a strong portfolio of their work, and taking up novel roles and responsibilities.  

  6. Emphasizing internal hiring:  

On the surface, it seems easier to hire external talent than to identify the internal talent of the organization. However, organizations should put in effort and time in recognizing, and developing the talent of the existing employees to make talent mobility a success. Only looking outside the arena of the enterprise to hire talent will not work in long run, as it leads to a lot of costs, both direct and indirect. Having a succession plan in place at every level is always a good idea to encourage internal talent mobility. Internally encourage the existing employees to look for internal promotions and job rotations. This should be followed by constant measuring of the success of talent mobility. HR culture needs to change and be more flexible and broaden its horizon. For this, transparency within the organization is very essential.  


7. Giving attractive incentives to your existing employees:  

Who does not like incentives? They could be in the form of salary hikes, additional perks, benefits, bonuses, and more. However, something even more attractive is setting a definite and progressive career path for your employees. Employees should be able to visualize a promising future in the organization. According to the Gartner report, very few employees feel that their employers are assisting them in finding challenging roles within the organization. Organizations need to have a clear understanding of what the employees are looking forward to (their needs and priorities) and which roles they are capable of handling. Enterprises can make use of talent marketplaces and workforce intelligence as they use real-time data to generate career paths for talent mobility. A robust workforce intelligence provides you with the exact skills and past experiences of the employees along with the kind of projects he or she is working on.  


We, at IIHT’s Techademy, follow CURE – Cross-skilling, Up-skilling, Reskilling and Expertise skilling. CURE helps enterprises improve their Talent mobilization in coming years through data-driven hiring and skilling.   

  • Implement cross-skilling across job functions  
  • Upskill the skill sets of your current workforce  
  • Re-skill to stay ahead of the curve  
  • Develop the right expertise for your business objectives  

CURE answers the following questions:  

  • How to deliver relevant and tech skilled employees online?  
  • How to implement continuous learning culture in the organization?  
  • How to plan cross-skilling, upskilling, reskilling, and expert-skilling for employees?  

CURE, as a combined approach, allows organizations to identify which set of employees requires what type of skilling. It includes mapping the skill and competency framework of the organization, identifying training needs, personalizing learning paths, and integrating hands-on learning with mentor support, along with milestone and capstone assessments for a comprehensive skilling journey.  

IIHT’s Yaksha is a best-in-class, end-to-end proctored, highly customizable, a smart assessment platform that helps organizations create and curate skill assessments. Yaksha is a tech assessments platform that helps recruiters, tech managers, and L&D professionals build the best tech teams by offering fully customisable and role-specific assessments for hiring, deploying, and upskilling tech talent.  

IIHT provides:  

  1. Skill-based assessments: How to find the right candidates with hands-on skills?  
  1. Role-based assessments: How to efficiently evaluate the skill-role fitment of candidates across all tech job roles?  
  1. Multi-file/stack-based assessments: How to find the right candidates with skills needed for the stack?  

IIHT’s Techademy and Yaksha platforms help in talent mobilization by providing:  

  • Customized state-of-the-art assessment solutions  
  • Assessments for hiring and L&D requirements  
  • Comprehensive, in-depth assessment reports for better insights  

on test takers  

  • Supports large, mid, and small enterprises as well  
  • Leadership development in the organization  
  • Maintaining employee engagement in the new normal  
  • Transforming learning culture from classroom to self-driven  
  • Customizing for employee’s learning preferences  
  • Getting real-time feedback in a Digital learning environment  
  • Ongoing training experiences and hands-on learning opportunities  
  • Leadership roles  

At IIHT’s Techademy, you will find various Labs, Assessments, LXP/LMS, and Mentoring platforms, where we help you hire, assess, upskill and engage your employees productively. Our courses are self-paced, ILT/VILT, as well as blended. Techademy provides over 10,000+ courses and 950+ learning paths, social learning, skill-based reporting, learner telemetry, progress reports of users and much more.  



To conclude, as 2023 will bring newer challenges, enterprises need to be proactive and encompass efficient and agile talent mobility strategies within the organization to retain the best talent and refrain from employee turnover cost in terms of money, time, and effort. It may be challenging initially, but once the talent mobility strategy is well in place, enterprises as well as employees will continue to benefit from it for a long period. With so many recruiting companies out there today, it is much easier for employees to move from one organization to another. Employees need a good reason to stay and continue working in the same organization, despite opportunities all around them. Talent mobility makes all the difference! The organizations that will work on it, will have a niche over others.