Why an internal talent pipeline can help offset the 'great resignation'
- 2 Min Read
At Murphy Group, the construction firm is taking an effective and progressive approach to career development for employees
As the ‘great resignation’ grinds on in many parts of the world, leaders are more keenly focused on recruitment and retention than ever, recognising that acquiring and developing top talent is crucial to long term organisational success.
With a workforce of over 2,000 employees based across the UK, from key workers to office workers, Murphy Group has consciously sought out a wide array of jobseekers to build a strong organisation.
Most importantly, according to Dawn Moore, group director of people at Murphy Group, has been a focus on offering all employees tailored and meaningful career progression, whether they’re older professionals, graduates, ex-offenders or just out of sixth form college.
For Moore, building a credible and effective internal talent pipeline should be a key HR strategic priority, whereas a primary focus on external talent can lead to the neglect of employees already in the organisation.
In this episode of the HRD Live Podcast, Moore discusses how Murphy Group has focused on developing its internal talent pipeline and how it has responded to the changing demands of today’s professionals. Listen to the podcast to discover insights including:
0.45 – Why young professionals have historically been a primary talent pool for organisations
1.18 – Murphy Group’s open-minded approach to the capabilities of jobseekers
1.41 – The importance of different age groups working alongside each other
2.19 – Creating opportunities at the company for 16 to 24-year-olds
4.05 – How other sectors could benefit by taking a progressive approach to talent acquisition and development
4.31 – Why a strong internal talent pipeline is essential to today’s organisations
6.10 – How practices could evolve as market conditions change