Internal Mobility: How to Awaken "Sleeping Talents" Instead of Hiring Externally

Internal Mobility: How to Awaken "Sleeping Talents" Instead of Hiring Externally

It is a frequent paradox in large companies: on one side, the Recruitment department spends colossal budgets to hunt for "agile" and "polyvalent" talents outside. On the other, loyal employees resign because they are bored, taking with them their precious knowledge of the company culture.

Often, the person you are desperately looking for on LinkedIn is already sitting in your offices, on the 3rd floor. But you don't know it.

Why this "HR myopia"? And how can you transform your internal pool into a dynamic skills marketplace?

The "Box" Problem (The Job Title Label)

The main obstacle to internal mobility is tunnel vision. In most HRIS (Human Resources Information Systems), an employee is summarized by their current job title.

  • John is an "Accountant".

  • Sarah is a "Developer".

If you are looking for a "Junior Project Manager," your internal search engine will never bring up John, because the keyword "Project Management" is not in his current job description.

However, John might manage an association of 50 people on weekends (Mad Skills) and may have expressed during his annual reviews a weariness of numbers and a thirst for organization. This data exists, but it is invisible because it is qualitative.

Detecting "Sleeping Talents" through Semantics

To activate this hidden market, you must stop scanning statuses (what people do today) and start scanning aspirations (what they want to do tomorrow).

This is where the open-ended question approach changes the game. Instead of asking to check skills boxes, we ask projective questions:

  • "What are the missions you enjoy the most today?"

  • "If you could learn a new job in the company tomorrow, what would it be and why?"

This is where Harmate's semantic analysis comes in. AI does not look for an exact keyword. It detects lexical fields.

If John writes: "I like coordinating teams, organizing schedules, and solving unforeseen events," the algorithm will tag his profile as relevant for Coordination / Management roles, even if his official title is "Accountant."

Creating an Internal Skills "Marketplace"

Internal mobility should no longer be managed on a case-by-case basis, when a resignation occurs. It must be piloted like a real-time exchange market.

By mapping the aspirations of your employees via regular open-ended questionnaires, you can anticipate movements:

  1. Opportunity Matching: A new project is launching? Before posting an external ad, the tool scans the internal base. "Look, we have 3 people in Marketing and 1 in Logistics who expressed a desire to work on innovation topics."

  2. Preventive Retention: If semantic analysis detects terms related to "stagnation" or "boredom" in a high-performing employee, you can proactively propose a cross-functional mission. You cut the grass under the feet of headhunters.

Conclusion

Hiring externally is expensive (hunting, onboarding, risk of casting error). Promoting internally is a massive lever for profitability and engagement.

But for this to work, you must accept seeing your employees for who they are (an evolving potential), and not just for what they do (a job description). Qualitative data is the key to breaking silos and making careers fluid.