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10 Tips from Deloitte Consulting On Talent Marketplaces and Strategic Internal Mobility for the Future of Work
by Isaiah E. Bailey | on 10 November 2020
Last week's Deloitte Consulting training session titled An Introduction to Talent Marketplaces was jampacked with insightful tips and takeaways provided by Denise Moulton, Vice President of Talent Acquisition Research and Chelsey Taylor, PHR, SHRM-CP, Lead Advisor of Learning, Career and Performance Management.
Take a look at the top 10 tips (in no particular order) on internal talent marketplaces and strategic internal mobility for the future of work gleaned from last week's session.
No. 01
Strategic internal mobility increases employee retention (especially of high performers) and helps develop employee knowledge and skills while supporting worker engagement and performance.
No. 02
Talent marketplaces enable organizations to strengthen the workforce in real time while helping employees develop skills and relationships that meet both short-term and long-term goals.
No. 03
Managers have to foster opportunities for increased learning and exposure to new work assignments in order to develop in the moment and prepare for the future of work.
No. 04
Reskilling is a never ending process as the profession continues to develop and evolve. Don't get comfortable in yesterday's success. Always look towards tomorrow.
No. 05
One of the key benefits of shifting to a talent marketplace approach is the uncovering of unknown capabilities and untapped capacity as well as access to a wide range of new business opportunities.
No. 06
Understanding how to hire for skills needed for the future of work may be a challenge for many organizations. This has sparked an incredible urgency and need for new skills like cloud computing and data management and analysis for example.
No. 07
Employees are thriving in this new era of work and the redeployment and upskilling of talent has become a big component of the next era of workforce planning.
No. 08
If managers develop strategic internal mobility policies that assign people across departments to get work done then the business case for increased talent mobility is strengthened.
No. 09
Don’t lose high performers to competitors for failure to create a workplace where each employees' next best work experience is internal.
No. 10
Creating internal career fairs provide an opportunity for employees to think outside of their normal work responsibilities and expand their contributions to the workplace.
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Isaiah E. Bailey
Founder, Black Accountants Talent Network (BATN)
I am passionate about creating constructive conversations aimed at improving and implementing actionable and impactful diversity and inclusion strategies applicable to all industries. I am also a dedicated mentor to high school and college students across the Greater New York City and Philadelphia areas.
I am an experienced accounting and auditing professional with over 5 years experience auditing financial statements and documenting, validating and assessing financial systems, strategies, and controls that significantly improve business operations. I have a strong ability to analyze and organize data and communicate results across all levels of an organization both verbally and written.
I have experience providing financial statement audit, carve-out audit, single audit, audit of internal controls over financial reporting (ICFR) and IFRS quarterly reviews for engagements both domestic and international, ranging from start-up to billion dollar companies both private and public.