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Even before the effects of the pandemic were felt across the world, digital and societal disruptions have forced organizations to reassess how they value, develop, and invest in their workforce while ensuring evolving business needs are met. At the same time, they have prompted employees to rethink their professional development, career mobility, and even the meaning of work. These changes, in tandem, have supported the rise of the internal talent marketplace.
As the new normal stabilizes, more and more employers and employees will realize the value of working from home versus working from office. This will also open up a whole new set of talent pool that was woefully marginalized and considered only as diversity hiring targets. The next-generation vision for the talent marketplace goes beyond just matching people with full-time roles. It is expected to extend to providing employees with access to gig work, mentorship, rotation programs, stretch and volunteering assignments and innovation and skill-building experiences that align with business needs to create a true opportunity marketplace.
As internal talent marketplace strategies rapidly evolve, iterative design can accelerate adoption and transform the way organizations think about the future of work, the workforce, and the workplace.
