Their vision came down to fulfilling 75% of the open positions internally. It could be done by delivering visibility into career paths and keeping talent flowing through the ranks.
Highlights
- Globally distributed
- Engaged 38 global HR leaders
- Sought multiple perspectives to shape the program
- Be globally consistent and locally relevant
The challenge
- 50% employees wanted more visibility into opportunities
- 40% positions were externally filled
- 51% of new hires wanted internal transfer after 3 years
- Employees sought clarity on promotion policy
Key components of solution
- Partner with Avature to build an internal talent mobility platform to improve employee experience
- Improve retention and engagement scores
- Lower hiring costs and time
- Unearth hidden gems within employee base
- Identify employees with high flight risk
The 3-step approach
- Apply for new openings
- Share posting with colleagues
- Create personalized notifications
Key outcomes
- 81% jobs posted internally
- 75% positions filled by L’oreal employees
- 40% increase in roles filled by internal candidates
- 37% internal applicants identified as active job seekers
The way forward
- The success of the platform is paving the way for version 2.0
- Allow employees to go global
- Outline a pathway to their career aspirations
- Work on variety of initiatives and hone skills
- Allow old employees to come back