SHL identified five areas in which businesses can improve their development of internal talent:

Internal mobility opportunities. Opportunities for internal mobility exist at various organizational levels, but the majority of opportunities exist at the individual contribution level (27%) and at the first-line manager level (27%).
Talent identification lacks objectivity. Internal selection and promotion decisions heavily rely on subjective input (87%) and past performance (78%), indicating the opportunity to realize the value of more objective inputs, such as assessments.

Assessments are only sparingly used for internal hiring. Although a small percentage currently uses assessments for internal hiring (7%) and career development (11%), a substantial portion plans to adopt assessments for these purposes in the future.
Identifying high-potential employees is still a challenge. Despite the use of assessments to identify high-potential employees (55%), satisfaction levels with how they are defined and identified within organizations remain below 50%.
Effective use of talent data still has many barriers. Organizations need to be aware of any barriers to data use and plan to overcome them. An integrated talent system can offer a big step in the right direction.

Instant Insights /

HR pros pivoting from outside hiring to developing internal talent