One of the biggest challenges faced by organizations today is attrition. Talent managers struggle to retain employees in organizations. The primary reason for employees wanting to jump jobs is not their remuneration or lack of recognition, but the dearth of opportunities to grow. This is especially true with the millennials since they attribute a high value to opportunities that permit them to grow and learn. For them every opportunity is chance to acquire more skills and enhance their personality as well as credentials and they know that sticking to one role does not give them that. Gone are the days when employees wanted job security and hated jumping jobs. Today’s employee is not loyal and gives more importance to the “right” opportunity and career progression.
For organizations to retain their best talent it is imperative that they give them the right opportunities to grow. Employees should be given the opportunity to move laterally as well as vertically and these opportunities should be made visible to them. Such opportunities will ensure that the employees grow professionally and personally while also enhancing the breadth of their knowledge on the various functions of the business. This makes them better equipped for future managerial and leadership roles. Thus internal mobility has become a major HR function today.
Most businesses find it difficult to implement internal mobility systems and focus on resolving a recruiters short term talent issues instead of looking at improving long term employee experience. It is high time talent managers looked at tools which can help them not just find the top talent in the industry but help this talent pool build a career of their dreams which in turn positively impacts business performance.
Though there may be systems for internal mobility, not many employees are satisfied with the way they are implemented. The primary reason behind this is that the employer finds it challenging to get a job which fits the prospect within the organization. The lack of alignment between internal mobility and career aspirations vis a vis matching of competencies is the issue. Here is where professional interest tests can be of help.
A career assessment can set the trajectory for future growth of an employee by listing out potential opportunities which match the vocational interest, experience, education and career aspirations. This gives them the sense of direction that will help them plan their next career move. These tests can be effective in giving both the employee and their reporting manager a clear picture of how career needs to progress. They also get a better idea on how the areas that they need to focus on in order to gear up for a future opportunity that suits their skills and interests. There may also be cases where employees find that they are better suited for a different role and gets them thinking about how well-suited they might be for that particular career.
The Immersion Test is designed to fit into a broad spectrum of career planning activities. Through putting the individual into real life situations that he or she is likely to encounter during his or her career the tool tries to use a simulation based approach to help people explore. The assessment is designed to open up conversations with individuals to help them understand their interests, motivations and career aspirations better.