An Organisational restructure and recruitment challenges at the end of 2021

Working through an organisational restructure it is becoming clear that the market for talent is continuing to tighten. Whilst organisations work through identifying new sources of candidates, both internally and externally there is a definite need to really focus on talent gaps and think about how the organisation can create credible careers pathways that bolster engagement, morale, and retention.

Reflecting on the lack of available talent to fill vacant rolls and looking towards the future for this organisation, means putting in place plans and a series of questions for leaders to ask to enable the organisation to retain and engage their new talent longer term.

Firstly, who do we currently have?

The most recent LinkedIn Learning workplace learning report (https://learning.linkedin.com/resources/workplace-learning-report) reported that employees at companies with internal mobility programs stay almost two times longer. The key here is for organisations to have good processes in place to identify those ready for their next career step and provide them with the precise upskilling support needed to move into a new role.

Secondly, how can we get them interested in the available roles?

Keep an open list of positions available on your Intranet plus say what are the ways that an employee can connect with and understand the role and who they can talk to understand what success looks like in the role (not HR but a person who excels at the capabilities required in the role).

Are we actively recruiting internally?

Talk to any Sydney recruiter right now and they will tell you companies are are rolling out the red carpet for external candidates and ensuring they are turning around offers very quickly to secure talent. So why shouldn’t the same occur for internal ones? Put on some virtual career opportunity events and allow employees to learn about different opportunities to build their resume and add value to the organisation. At the same event Managers can talk about specific openings and give insight into what the role looks like day to day.

Some final thoughts

These initiatives require companies to have full visibility into their workforce, from the perspective of where they are now and what skills they have, to what they need in the future. With these insights they can understand how existing employees can bring additional value to the organisation and where they need to bring in new talent.