Internal talent mobility remains a significant challenge for organizations despite widespread recognition of its importance. While companies understand the value of deploying existing talent to meet changing business needs, they often lack the scientific approach needed to make this work at scale. Many organizations collect a lot of data on people during their hiring process but fail to use it throughout the employee lifecycle, creating artificial barriers between departments and limiting career movement when it's needed most.

So, how can organizations apply scientific principles to talent mobility to create more dynamic internal labor markets that benefit everyone?

My guest this week is Lucy Beaumont, Solutions Lead, Talent Management at SHL. In our conversation, Lucy shares valuable insights from her work applying scientific assessment methodologies to internal mobility challenges. 

In the interview, we discuss:

• How are we defining "skills-based hiring"?

• The difference between perishable skills, semi-durable skills, and durable skills

• The three main barriers preventing effective internal mobility

• Mapping skills across the organization in a scaleable way

• Scientific approaches to balancing build, buy and borrow talent strategies.

• Building workforce resilience through talent intelligence

• What does the future look like for talent mobility?

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