Internal mobility Louisa
Overview
Internal mobility refers to employees changing roles within an organization, and is a key retention strategy for firms. However, digital experiences for facilitating internal mobility can be challenging, with issues such as difficulty discovering job opportunities and lack of transparency.
We aim to provide a better digital experience for employees seeking internal mobility, with improved search and transparency about roles, teams, and successful career examples to aid decision-making.
Challenge
- No dynamic marketplace for mobility currently to detriment of ‘buyers’ and ‘sellers’ at Goldman: those looking to recruit from internal talent, and those seeking new internal job opportunities
- Current internal mobility platform has many UI issues for the information/functionality already there
- Missing functionality from current solutions, eg
- Additional context on team
- Additional context on members
- Networking with them
- How time consuming it is
- Atemporal element of 2-way marketplace
Objective
Due to the above reasons, it is important to create a seamless internal mobility experience that helps the firm easily integrate new employees and retain top talent.
We aim to improve the ability to search for job roles within the firm, and connect internal mobility to other features such as department pages, postings, and suggestions.
Contribution to reach the objective
My Role: Sr. Product designer, Design Co-lead
Tools: Figma, Confluence, Slack
Timeline: 4weeks
Additional collaborators: UI Designer, Product manger, UX researcher
Process
Research
User Interviews / Survey
We ran survey with questions across selected groups in the firm to determine how we could improve visibility to Internal opportunities within the firm. Questions that were asked.
How easy is it to find job opportunities in other teams within the firm
What internal GS tools are used to find job opportunities, and how do you rate them in terms of functional usability
If you were looking to change your role within a team would you prefer to look for opportunities within the firm or outside the firm?
Could you tell me a few reasons why you might feel the need to change jobs or teams?
Tarika says that it’s “bizarre” that this kind of information “cannot be accessed more easily” throughout the firm”. She further adds “The journey of finding the mobility opportunities typically begins either through word-of-mouth or from the mobility portal. If there is a team she is interested in and there’s no role on the team currently available, she may then look through the team members and their career history to see if she can, through her own network, find a connection to the team to get closer to them for the future”.
In addition to surveys, we conducted one-on-one interviews with similar questions.
Interview Key Findings
To our surprise, many in the firm were not even aware of the firm’s internal mobility page. On this page, HCM published openings in various departments. Some who knew said they were not sure if it was updated regularly. Most of the employees said that they would check within their network of colleagues to check if there were openings in their teams.
The current internal mobility system did not contribute positively. Employees did not find it useful.
Analyze
- Number of employee using Louisa for Internal mobility jump off
- Number of employees visiting department pages that are hiring compared to other department pages
Ideate
In my opinion, it is a common misconception that working on an existing solution is simpler than creating a new one. Our preconceived notions of what a solution should look like can make it difficult to convince others that there is a better way to do something.
With Louisa’s networking capabilities, both job seekers and recruiters can take advantage of its benefits. Job opportunities can be displayed on department pages, feed cards, and group pages, while recruiters can share job postings with their Louisa network through feeds.
Internal mobility was integrated deeply into the platform allowing users to
- Set Job alerts by Category, Region, Title etc
- See mutual connection in that department,
- Users could get in touch with their connections to know more about the role before they apply for it
- Sharing Jobs within Louisa not only by recruiters but all Louisa users.
- By posting Jobs in groups users had the ability to create discussions around it.
Conclusion
What I learned from this project is that we need to always think fresh and make sure every idea is backed by good research and strategy.