Building and supporting a culture where people at all levels are encouraged to—and even expected to—look internally for personal growth and new challenges improves the employer brand and becomes a powerful magnet for the talent market. This focus on career mobility and employee development often results in improved talent attraction and retention, not to mention how it positively affects the bottom line. Join Caroline Vernon, CareerArc Director of Sales and Client Success Leader, to learn her tips to cultivate internal mobility practices with your current workforce and potential new hires.

1. Internal Mobility: A Talent Management Strategy You Can’t
Afford to Overlook
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Talent Lifecycle Management Webinar Series
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Webinar will begin:
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With:
Caroline Vernon
Moderated by:
Naba Ahmed

2. Developed for fast-growth and global enterprise talent acquisition
and human resource teams, My Ally is the world's only AI-driven
Talent Lifecycle Management solution. Integrating with core HR
Systems such as Greenhouse, Workday, SuccessFactors, iCims, and
many more, My Ally’s Source-to-Retain platform gives organizations
the tools to discover, engage, hire, onboard and retain the right
people to fuel business success.
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3. Click on the Questions panel to interact with the presenters
https://www.recruitingbrief.com/webinar-series/talent-lifecycle-management
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https://www.hrtechcentral.com/webinar-series/talent-lifecycle-management

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About: Caroline Vernon
About: Naba Ahmed
Caroline Vernon is a self-proclaimed ambassador of job seekers. Caroline’s proven and
progressive experience leading organizational growth and change, talent
management, training and recruiting initiatives has led her to become a valuable
partner and thought leader in the Outplacement and Career Management industry.
Caroline served as Co-Founder of DisruptHR Omaha and is a frequent presenter at
DisruptHR events around the U.S. She specializes in working with organizations
experiencing rapid growth and/or transition.
Naba went to Cal Poly, San Luis Obispo and majored in Journalism and minored in
Integrated Marketing Communications. After working as Editor-in-Chief at the campus
newspaper, she became interested in developing content across multiple platforms,
and now works as a Content Marketing Specialist at Aggregage, providing some of the
most interesting thought-leaders across a wide variety of industries with a space to
celebrate the diversity, depth, and experience of their professional cultures,
personalities, and passions.
Talent Lifecycle Management Webinar Series

5. .
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Captain Obvious Says…….

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Effective
Workforce
Planning
To promote effective workforce
planning, organizations need to
address the workforce skill and
capability gaps and changing
workforce demographics
6

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Let’s Discuss Where is your greatest source of
talent?

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A Mindset Shift
Towards
Internal Mobility
Investing in an internal mobility
strategy means a complete change
in mindset that asks leaders to
support a culture of growth and
challenge
8

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Let’s Talk
Dollar$
Annual Cost of Turnover

10. Annual Cost of Turnover
$25K $1.5M11%
Turnover Hiring Cost
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For Sale:
Employee
Satisfaction
Acknowledging that there are some
problems that you can solve by
throwing money at them, but
employee satisfaction isn’t one of
them
11

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Survey says….
Is internal mobility important?
“2018 LinkedIn Workplace Learning Report
found that 94% of employees would stay
longer if the company invested in their
careers, while a Deloitte study found 51% of
millennials consider career progression as the
second most important priority when looking
for a new role.”

13. © 2019 My Ally | Confidential and Proprietary. All Rights Reserved.© 2019 My Ally | Confidential and Proprietary. All Rights Reserved.
Opportunities to
Grow are Crucial
It seems obvious that employees
will be more engaged at work if they
know they can grow rather than feel
like they’re constantly hitting their
heads on the ceiling.
13

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Career
Development
Framework
Career development programs are
actually a collection of
conditions, strategies, and
processes that must work in
harmony to be effective
● Well-communicated career paths
● Competencies aligned with career
paths
● Performance management aligned
with
● Learning programs
● Coaching and mentoring
● Enabling technology
● Workforce planning
● Succession management
● Assessment program
● Rewards and recognition
● Support of diversity & inclusion
● Comprehensive onboarding program

15. Raise Your Hand if You Love
Change?
$M
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Let’s Discuss
In the last 3 months, have you
had a career pathing or
development discussion with
your employees or your direct
reports?

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Let’s Discuss
When someone in your
organization would like to be
considered for a role that is a
“stretch role” how do you handle
that? Do you hire externally or
provide an opportunity to grow
into the role for the current
employee?

18. The Need and Desire to Make an
Impact is Important
$M
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There is No
Leadership
Without
Followship
Whose life would be worse off if you
didn’t do your job?
19

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An environment where
each person feel
respected and truly
cared about it so
important.
If showing that you care about your
employees is not at the center of
your internal mobility initiatives,
then you are missing the point.

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Internal Mobility
& The Talent
Marketplace
Who’s paying attention?
Internal mobility is not just a way
to retain talent. It also helps to
create a powerful message for
people outside your organization
who seek that type of professional
environment.

22. Where to Start with a New
Internal Mobility Program?
$M
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Internal mobility initiatives have 2 distinct audiences
1. Managers
2. Employees
All internal mobility initiatives needs to take both into consideration to be
successful.

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Internal Mobility & The
Employer Brand
As unemployment falls, voluntary
turnover rises

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Why Is It So Hard
To Hire
Internally?
Whose Job Is It Anyway?
Why aren’t more organizations
hiring from within, why don’t they
see the value in the growth
opportunity rather than hiring for
the existing skill set. Is it a lack of
awareness? Or just a lack of
action? What are the hurdles that
need to be overcome internally to
create effective and successful
internal mobility strategies?

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Talent Hoarding?
Are you guilty?

26. The Cost of Turnover on the
Employer Brand
$M
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.

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Internal Mobility
To Avoid Layoffs
Considering the alternatives to job
loss

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Upskilling / Reskilling
Your Existing
Workforce
Future-proofing your workplace, get
more bang for your buck when
you source and hire from within.

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Internal Mobility
& Effective Talent
Acquisition
Teams
High-performing talent acquisition
teams are five times more likely
to offer a strategic approach to
internal mobility.
Organizations that are good at promoting
from within are more likely to be effective
at many other aspects of talent
recruitment and retention

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Career Management &
Talent Acquisition –
Aligned For Internal
Mobility Success
The result of these efforts can be an
organization able to invest
confidently in its own people.

31. © 2019 My Ally | Confidential and Proprietary. All Rights Reserved.© 2019 My Ally | Confidential and Proprietary. All Rights Reserved.
Internal Talent Mobility….
• Saves $$
• Helps improve the employer
brand/reputation
• Gives employees opportunities
to grow
• Positions organizations to
acquire top talent
• Helps to foster engagement

32. © 2019 My Ally | Confidential and Proprietary. All Rights Reserved.
With:
Caroline Vernon
Moderated by:
Naba Ahmed
Director of Sales,, Career Transition Services,
CareerArc
Linkedin page: in/carolinethompsonvernon/
Twitter ID: @outplacementSME
Website: https://www.careerarc.com/
Editor, Recruiting Brief
Linkedin page: /in/naba-ahmed/
Twitter ID: @recruitingbrief
Email: naba@aggregage.com
Website: recruitingbrief.com
Q & A
https://www.recruitingbrief.com/webinar-series/talent-lifecycle-management
https://www.humanresourcestoday.com/webinar-series/talent-lifecycle-management
https://www.hrtechcentral.com/webinar-series/talent-lifecycle-management

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Source-to-Retain Platform for Talent Lifecycle Management
To Learn More:
info@myally.ai
www.myally.ai

34. Thank You
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