Due to the effects of the COVID-19 pandemic, companies are now looking for new ways to attract talent and fill roles that does not involve external hiring.
New research by LinkedIn, the global professional networking site, highlights the boost in internal recruitment amongst UK companies.
The data highlights that almost two-thirds of HR professionals have stated that internal recruitment has become a top priority for their company.
This is unsurprising when considering the UK has one of the highest rates of internal recruitment, with nearly a third of businesses (31 per cent) focussed on allowing employees to transfer into another role within the same company.
Additionally, between April and August of 2020, internal recruitment in UK companies increased by a fifth (20 per cent) in comparison to this time last year.
This trend was also seen worldwide with countries such as Germany (25 per cent), Singapore (21 per cent) and Mexico (20 per cent), all hiring internally at a higher rate than the global average (19.6 per cent).
LinkedIn have said that continued uncertainty in the labour market means companies are now increasingly searching within their own companies for candidates to fill roles..
Analysing the top roles in the UK for internal mobility, Account Director placed first, followed by Program Manager and Product Manager. Furthermore, the top industries in the UK for internal mobility were Hardware and Networking, Energy and Finance.
Additional research from LinkedIn shows that over two-thirds (67 per cent) of talent professionals in the UK have stated that COVID-19 has forced them to change their hiring practices.
To support employees transition into different roles, almost six in 10 HR leaders (58 per cent) have stated that they are focussed on helping employees develop new skills. 60 per cent have also responded by saying they are creating internal mobility programs.
Janine Chamberlin, Senior Director at LinkedIn, said:
The continued uncertainty around COVID-19 has meant that many companies are looking to tap existing employees for new opportunities within their organisations. This presents excellent internal mobility and professional development opportunities for individuals who want to learn new skills, gain a different experience and progress within their company.
Encouraging internal mobility not only boosts retention and improves employee engagement, but it can also help companies evolve their businesses from within and bridge any existing skills gaps. To ensure employees are set-up for success and have the skills to support career transitions, reskilling and upskilling initiatives are vital and HR professionals will play a pivotal role in facilitating this.
*This research was conducted by LinkedIn between April-August 2020.
Monica Sharma is an English Literature graduate from the University of Warwick. As Editor for HRreview, her particular interests in HR include issues concerning diversity, employment law and wellbeing in the workplace. Alongside this, she has written for student publications in both England and Canada. Monica has also presented her academic work concerning the relationship between legal systems, sexual harassment and racism at a university conference at the University of Western Ontario, Canada.
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