Promoting internal mobility — How Schüco rethinks the issue of retention

“Promoting internal mobility is an important factor in employee retention and development. There are many attractive jobs and development opportunities at Schüco. That is why our employees, who are ready for the next step, should first look for new perspectives within the company. With the new Internal JobShop from talentsconnect, we have a perfect platform for this. ”

‍Caroline Bratton, Head of Talent Management & Organizational Development at Schüco

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The traditional company Schüco is one of the major international players when it comes to intelligent and sustainable system solutions for windows, doors and facades. Founded in 1951, Schüco is now active in more than 80 countries and employs over 6,000 people worldwide. As a technology and service leader in the construction supply sector, the company headquartered in Bielefeld stands for innovative ideas and future-oriented buildings.

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Schüco is facing the changes of our time with open and modern concepts, structures and strategies. Seeing change as an opportunity, enabling individuality and flexibility, growing together — with these premises, Schüco is also a top address for employees and applicants. Long-standing employment, a low turnover rate and multiple awards as an employer speak for themselves. Nevertheless, even Schüco cannot afford to stand still in the “War for Talents.” This is because attracting, promoting and retaining skilled workers and up-and-coming talent remains a major challenge.

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Retention in focus

It is always easier than recruiting new employees to retain and develop your own employees first (“retention”). That is exactly what Schüco is also focusing on. In particular, internal mobility, such as changes of position within the company or cross-team work, should be promoted and increased more strongly. As part of a major retention campaign, Schüco is using talentsconnect's Internal JobShop. The platform enables individual, transparent and flexible career support for employees. The “Orientation” module gives employees transparency about internally advertised positions. When it comes to recruiting, Schüco has been using the JobShop with talentsconnect's direct-to-talent strategy. We have now continued our successful collaboration with the implementation of the Internal JobShop. Schüco is thus once again demonstrating its pioneering role in driving internal change with intelligent solutions.

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Starting position

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As an employer, Schüco not only wants to be visible and attractive to external applicants, but also wants to further develop and retain the existing team.

The low employee turnover of just three percent shows that this has been very successful so far. However, it is already clear today that natural fluctuation due to long periods of employment and associated retirement will increase in the next few years. To counteract future staff shortages, Schüco is focusing on retention.

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Challenge & analysis

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In its internal corporate policy, Schüco represents the motto “Grow with Schüco” — growing together. Employees who are willing to change should first look for opportunities and development opportunities internally before applying externally. Whether this works can be measured by the internal mobility rate. Schüco still sees potential here, both across Germany and internationally. Especially when it comes to the topics of orientation and information on existing programs such as job rotation, interdisciplinary project work and open positions.

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The challenge: The classic bulletin board is too static for that. The previous internal job board does not provide enough information. Many employees preferred to find out more on Schüco's external career website. The company was therefore looking for a solution that would make it possible to flexibly display all relevant information. It should also be possible to store additional material such as team presentations, areas of responsibility or work locations — with the option to prioritize flexibly.

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The solution: The new Internal JobShop from talentsconnect

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The Internal JobShop enables Schüco to easily and clearly enrich internal jobs with additional information, exchange them flexibly and push important jobs as required. Interested employees no longer have to laboriously collect the information that is important to them at various locations, but are picked up directly from one location. In addition, it offers numerous expansion options to integrate and represent further personnel topics in the future.

In short, the Internal JobShop primarily enables these three things:

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1. create transparency about internal jobs,
2. increase internal mobility and
3. Reduce turnover from outside the company.
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“Personnel marketing is about creating offers and designing visibility for them in such a way that every employee also has the opportunity to participate. ”

‍Christina Niehues-Tos, HR manager at Schüco

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Measurable data with the Internal JobShop

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With the Internal JobShop, Schüco's goals can be translated into both quantitative and qualitative requirements. The measurable key figures include the time spent on the respective pages of the platform, the use of sub-pages and interaction. This shows whether the internal application rate is increasing and whether there is measurable success. At the same time, it is important to gain qualitative insights into the openness of employees to internal mobility. In addition, interest in new perspectives and development opportunities should be raised, promoted and provided with appropriate offers. Transparency about the working methods of the teams and the presentation of the respective interfaces should also be made possible in the future with the help of the Internal JobShop.

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Implementation

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Within just two weeks, the first dummy was ready, which was presented at an internal applicant day. After the technical connection of all interfaces, the Internal JobShop went live at the end of September. This is accompanied by internal and external communication to present the platform.

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Outlook

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In the short term, Schüco would like to use these options to better and more flexibly present its internal job board and thus increase internal mobility. In the medium term, personnel development, for example, is also to be integrated into the Internal JobShop. This makes it possible to incorporate their extensive knowledge of the interests and needs of employees into the development process and make offers and programs more easily accessible to them.

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Conclusion

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With the integration of talentsconnect's Internal Job Shop, Schüco has taken an important step to further promote the issue of retention in the company. This offers numerous options for filling open positions internally. Employees are provided with transparency about jobs and tasks for which they can easily apply. In this way, Schüco can support its employees at various stages of their “employee life cycle” throughout their entire company membership. This forms the basis for in-house career planning for all employees and successful, future-oriented personnel development for the company.

Would you like to find out more about the Internal JobShop? You can get more information here: https://www.talentsconnect-ag.de/careershop-landing-page

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