Creating an Internal Talent Marketplace: Insights from Deep Mahajan at Juniper Networks

Creating an Internal Talent Marketplace: Insights from Deep Mahajan at Juniper Networks

Originally published on Talent Development Think Tank, by Andy Storch and Deep Mahajan, Vice President of Talent Management at Juniper Networks

In today’s fast-paced business landscape, organizations need to be agile and responsive to stay ahead of the competition. One way to achieve this is by building an internal talent marketplace that encourages skill development, fosters employee growth, and promotes seamless talent mobility within the organization.

In this blog, we will discuss the steps to build an internal marketplace and how it can unlock your organization’s potential.

1. Define Your Goals and Objectives:

Before diving into building an internal talent marketplace, it is crucial to identify your goals and objectives. Determine what you hope to achieve through this platform, whether it’s addressing talent shortages, fostering employee engagement, or promoting cross-functional collaboration. Understanding your objectives will guide the design and implementation of your marketplace.

2. Assess Existing Job Architecture:

Evaluate your current job architecture to identify gaps and areas of improvement. Take note of any missing or overlapping job roles and understand the specific skills required for each position. This assessment will provide valuable insights into how your marketplace can better address employee needs and streamline talent mobility.

Creating an Internal Talent Marketplace: Insights from Deep Mahajan at Juniper Networks

3. Invest in User-Friendly Technology:

To create an effective internal talent marketplace, invest in user-friendly technology that facilitates easy skill matching, job search, and career development opportunities. Consider partnering with reputable vendors specializing in internal talent marketplace solutions, or develop a custom platform tailored to your organization’s unique requirements.

4. Garner Leadership Support:

Driving adoption of your internal talent marketplace requires strong leadership support. Engage leaders and managers at all levels of the organization early on, highlighting the benefits this platform can offer. Emphasize that talent mobility leads to increased job satisfaction, skill development, and overall organizational success. When leaders champion the marketplace, employees are more likely to embrace it.

5. Foster a Culture of Continuous Learning:

Building an internal talent marketplace goes hand in hand with promoting a culture of continuous learning. Encourage employees to take ownership of their career development and provide resources, such as mentoring programs and learning modules, to support their growth. Additionally, emphasize the value of gigs or short-term project-based opportunities that allow employees to explore new skills and gain diverse experiences within the organization.

Creating an Internal Talent Marketplace: Insights from Deep Mahajan at Juniper Networks

6. Monitor and Measure Success:

Regularly monitor and measure the success of your internal marketplace to gauge its impact and identify areas for improvement. Track adoption metrics, engagement levels, and impact measures to evaluate the effectiveness of the platform. Use the data collected to drive continuous enhancements and ensure the marketplace remains aligned with your organization’s evolving needs.

Building an internal talent marketplace is a strategic investment that can unlock your organization’s potential by fostering employee growth, addressing talent shortages, and promoting seamless talent mobility. By defining your goals, investing in user-friendly technology, garnering leadership support, fostering a culture of continuous learning, and measuring success, you can create an internal talent marketplace that enhances employee engagement, boosts organizational agility, and propels your business toward success in the ever-evolving talent landscape.

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Deep Mahajan, Juniper Networks’ Vice President of Talent Management, is an accomplished leader dedicated to organizational success through talent capability and culture building. Her extensive background spans diverse industries, holding key roles that showcase her adeptness in navigating complexities across organizations of different sizes and stages, steering teams towards excellence.

Deep’s visionary leadership permeates Juniper Networks, fostering a culture of perpetual development. Her continued guidance shapes the company’s path, propelling both individuals and the organization towards continuous development and enduring success.


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