Often, your best and most dedicated talent comes from within. Although you may have discussed opportunities for internal mobility back when employees were hired, it's a great time to revisit  the program you have in place to recruit your own. That's especially true given the current state of the job market.

33% of organizations have a formal internal mobility program, meaning 67% are missing out on an opportunity. Now is the time to bolster and future-proof your internal talent retention and talent acquisition strategies to ensure the right experts for the right jobs are on hand.

Create an engaging internal job site

A career site is a central spot for your recruitment marketing efforts. Just like new talent wants to be wooed, your internal team needs to feel valued, cared for and engaged. Treat your internal career site like your external job site by authentically telling your employer brand story.

It’s also essential to express or, as the case may be, reinforce your brand values while authentically and aspirationally embracing your work culture. Your talent wants and needs to feel they’re striving for something and supported by your organization.

Get your job descriptions in shape

After all the effort put into an internal career site, the importance of job descriptions can’t be overstated. Job seekers know they have options. Given a better option, plenty are willing to jump ship. So, it is key to ensure your current employees see a clear path toward upward mobility and why they should care. That’s where job descriptions come into play.

When crafting your internal job descriptions, they should be clear, concise, and aligned with your employer brand. That means everything from imagery to language and company culture should jibe across touchpoints and align with what they experience daily. While a current employee already has a feel for what your organization is about, job descriptions can reinforce what they already know and inspire what can be. Include a scannable, bulleted list noting the skills, qualifications, and experience must-haves, ensuring your approach is bias-free, personalized and relevant, not to mention warm, informative and written in such a way that it keeps your organization top of mind.

Discover more insights on optimizing your job descriptions to make them stand out here. 

Make your organization’s initiatives clear

Having organizational initiatives at the forefront is essential to career site success. Clearly outline your DE&I initiatives, differentiators, and advancements with transparency. And make sure you’re not treating each basket as a bucket to fill; it must be authentic for current employees to buy into.

Highlight Employee Community Groups, presenting them as a resource for your internal team as they continue down their individual career paths. Include not just day-in-the-life videos but also impactful testimonials from teammates, who help make your company values, goals and objectives clear and ensure their authenticity is conveyed. Likewise, all content on your career site should be meaningful and true. You're not just checking boxes, after all. Ultimately, you want to give your talent a reason to stay and a pathway that empowers them to do so while feeling good about it.

Want to learn more about creating internal career sites? 

There isn’t a single way to create an internal career site, but there are a few guidelines that can help you achieve your talent retention goals:

• Showcase your authentic employer brand
• Include impactful, authentic content that's reflective of your organization's day-to-day
• Quickly, seamlessly capture attention and retain it
• Highlight your differentiators

Reach out to an internal mobility strategy expert today to learn more about crafting stellar internal career sites.