Originally Published: 17 November 2023

This analysis is based on Nimble Global's proprietary research and 30+ years of practical experience across over 90 countries.

© 2019 - 2026 Nimble Global. All rights reserved.

Internal Employee vs. External Workforce

In today's fast-paced business landscape, understanding the vast reservoir of talent within your organization is not just an advantage—it's a necessity. Companies often overlook their internal goldmine of skills and expertise, focusing instead on external hires. Here, we delve into the need to balance the scales and consider both employee and non-employee talent for optimum organizational success.

The Hidden Value in Employee Data

According to industry surveys, a noteworthy 50% of CEOs assert that their organizations employ data analytics to pinpoint and retain top talent. Nimble takes this a step further with technology that can identify hidden skills in your workforce in under 30 seconds—the skills not required in the original job description. And the implementation? It takes a mere day, with employees able to complete self-registration in just 5-10 days.

That's not a sales pitch; that's the reality.

The Risk of Overlooking Internal Talent

It's often said, "You don't know what you don't know." Companies frequently hire external (non-employee) workers, overlooking qualified internal candidates who are a perfect fit for the job. This oversight can lead to the unfortunate outcome of talented employees feeling overlooked, potentially seeking a job change or even leaving the organization.

A Paradigm Shift: Value 'Real People' - Internal Assets

It's time to modify how we regard our employees. Celebrating their abilities and the positive influence they bring to the organization is more than an exercise in morale-boosting; it's a strategic necessity. A culture that values and recognizes skills fosters greater job satisfaction, improved performance, and longer tenures.

The Win/Win Outcome of Talent Visibility

Visibility into skills provides dual benefits: it offers your workforce, internal (employees) and external (non-employees), the opportunity for growth and career development, while also furnishing employers with a fuller understanding of their talent pool. This more holistic approach to Total Talent Management (TTM) enables smarter internal placements, efficient team building, and ultimately, a more agile and responsive organization.

Steps to Harness Internal Talent

1. Conduct Comprehensive Skills Assessments:

   Begin by evaluating the current skills and competencies of your workforce. Use advanced tools to gather data on both employees and non-employees, identifying strengths, weaknesses, and hidden talents.

2. Create Transparent Career Pathways:

   Develop clear career progression plans that align with your organizational goals. Ensure that employees are aware of the opportunities available to them and the steps needed to achieve their career objectives.

3. Implement Continuous Learning Programs:

   Invest in ongoing training and development initiatives. Encourage employees to upskill and reskill, equipping them with the capabilities needed to thrive in their current roles and future positions.

4. Foster a Culture of Recognition:

   Recognize and reward employees for their contributions and achievements. Regularly celebrate milestones and successes to boost morale and reinforce a positive work environment.

5. Leverage People Analytics:

   Utilize data analytics to gain insights into workforce trends and performance metrics. Analyze this data to make informed decisions about talent management and strategic workforce planning.

6. Promote Internal Mobility:

   Encourage employees to explore different roles within the organization. Support internal transfers and promotions, creating a dynamic and flexible workforce that can adapt to changing business needs.

Conclusion

Recognizing and capitalizing on the skill sets of both employee and non-employee talent is not an either/or proposition; it's a synergistic approach that yields manifold benefits. Nimble's cutting-edge methodologies and technology partners can serve as your catalyst in this transformative process. Let us help you mine the untapped gold within your organization, setting the cornerstone for a comprehensive talent management strategy that elevates your company's performance and competitiveness -- Nimble's Agile Skills Management® (ASM).

Stay Nimble. Stay Compliant.

About the Author: With extensive experience in workforce compliance and global workforce solutions, David Ballew has consistently driven innovation and operational excellence. As the Founder and CEO of Nimble Global, David combines deep industry expertise with a unique perspective shaped by his neurodiverse AuDHD profile, enabling creative problem-solving and multidimensional insight. A pioneer in MSP models and workforce technologies, he is dedicated to bridging global compliance gaps and helping organisations build resilient, future-ready workforces.

Real People. Real Action. Real Innovation.

Disclaimer: This content is intended for informational purposes only and does not constitute legal, tax, or employment advice. Readers should consult qualified professionals in relevant jurisdictions before acting on the guidance provided. Nimble Global disclaims any liability for actions taken based on this publication.