An internal talent marketplace is an HR technology-based platform that connects skilled workers with career opportunities, hiring managers, and vice versa. In this platform, the employees share their profile, interest, and skills with the marketplace and the marketplace matches them with a perfect opportunity.
It helps workers to develop their career paths by improving their experience and identifying internal job opportunities. It also connects employees to training and development. The following are the processes involved in creating an internal marketplace.
1. Building a solid, roll-out team
When creating an internal talent marketplace building a solid roll-out team can’t be left out. It is required to include an important position like integration design. A talent marketplace team should include a director of change and enablement leaders, developers, project managers, and IT leaders to build the platform.
Some top roles such as vice president of HR, internal influencer, communication leader, and executive stakeholder. This top role helps to promote employees’ experience in the platform.
2. Working with change and enablement leaders
The function of change and enablement leaders can not be emphasized enough during the process of creating an internal talent marketplace. They work with managers to fill the job market with a vacancy and give them possibilities for growth and consistent communication, which should encourage the adoption of the talent marketplace.; They also attract workers to the platform.
3. Beware of talent hoarders
Many companies that operate talent marketplace often have the problem of convincing managers and their staff members to use the platform. Managers’ hesitation frequently results from their concern over losing top performers to another team or division.
One way to solve this problem is to add managers with great experience in the marketplace to share their success stories with other colleagues. HR leaders must also work on solving employees’ problems and making use of their talents. They should therefore fight against internal talent hoarding so as not to cause employees to lose interest in the organization.
4. Use a nimble approach
The internal talent marketplace is driven by technology which means the more data the system receives the more the algorithm works. The HR leaders have more roles to play here by monitoring the feedback from users and using it to improve their experience.
In conclusion, the internal talent marketplace is important for every business to find the right workers to fill their company’s vacant positions. The process of creating the internal talent marketplace is not complex, however, should be properly monitored to improve the experience of the platform.
