Establish the "internal mobility" reflex before external recruitment
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Within the framework of an internal mobility policy, HR practices focus mainly on the evaluation of the skills necessary for the position and leave out an essential data: the adequacy of aspirations. Carole El Zein Corbanese, founder of the HR consulting firm Seeders&Co, talks about the importance of challenging traditional career paths.

Testimonial Carole El Zein assessment of aspirations
Testimony of Carole El Zein in the evaluation of aspirations

What does the term "aspirations" of an employee mean?

Aspiration is equated with the ambition a person seeks to achieve, and is strongly correlated with a person's personal vision of their life or career. For example, one third of executives in the second half of their career aspire to start their own business, notably to reconnect with a passion or a role that is more meaningful(Apec study).

What are the differences between aspiration, motivation and appetence?

Here are the differences between motivation, appetite and aspiration:

  • Motivation refers to the set of factors that drive a person to act or pursue a specific goal. It can be intrinsic (related to pleasure, sense of accomplishment) or extrinsic (related to rewards, consequences).

For example, an employee may be motivated to work intensively to get a promotion or because he or she enjoys the work.

  • Appetite is a person's natural predisposition or taste for something. It can be the result of innate or acquired skills , previous experiences or personal interest.

‍Forexample, a candidate for a computer science position may have a natural affinity for the logic needed in a programming activity.

In summary, motivation focuses on the factors that drive a person to act, appetite focuses on a person's skills and natural interests, and aspiration focuses on longer-term goals.

How to evaluate aspirations in an internal mobility process?

Assessing the aspirations and motivations of each individual requires an awareness of the talents themselves from the outset; it is a matter of getting them to think about it so that they verbalize it. Contrary to skills, skills are less easily measurable, so we recommend evaluating the appetite to develop each of the skills, to get an overall view of individual aspirations.

What are the benefits of assessing employee aspirations?

Our experience allows us to highlight 2 main benefits to the assessment of aspirations:

  • The first benefit is a better allocation of training. Indeed, insufficient enthusiasm multiplies the learning time by 5 to 9. Thus, training motivated people first divides by 2 the time and the cost of the increase in skills.
  • Second benefit: a smooth transmission of knowledge. A low level of motivation indicates a risk of loss in the short or long term. It is therefore possible to anticipate the skills rare occasions when the organization must plan a transmission.
Evaluate motivations in the Neobrain employee tool
Evaluate employee motivation in the Neobrain tool

Combining 360 feedback and self-assessment

The 360 feedback

360 degree feedback is used to help employees step back and identify their strengths and weaknesses. It is an evaluation process that focuses more on behavior than performance based on observations from colleagues, supervisors and sometimes even subordinates. Goodwill is a must!

What are the steps of the 360 degree feedback?
  1. Preparation: Employees are invited to participate in the feedback process and identify who will be asked to provide feedback on their work.
  2. Gathering feedback: Selected individuals complete a questionnaire or online form about their behaviors, skills and issues with the employee being evaluated.
  3. Comment Analysis: Comments are compiled and analyzed to identify trends and emerging themes.
  4. Presentation of results : Results are presented to employees in a one-on-one meeting or training where they can discuss their strengths and areas for improvement, and develop an action plan to continue to develop their skills and job performance.
  5. Follow-up : It is important to follow the employee's progress to see if they have implemented corrective actions and if they have made progress.

It is important to note that the 360 degree feedback should be conducted anonymously to ensure objectivity of the comments. Furthermore, the results of this evaluation should not be used to make promotion or compensation decisions. It is a career development and performance tool.

We will also outline a framework you can adopt to optimize your investments.


The relevance of an organization's employee allocation mechanisms depends on understanding individual aspirations. We recommend that you assess the motivation to develop each of the skills of the business repository.

Thus, the internal mobility system guarantees a better objectivity in the evolution wishes of the employees, it will also give a reliable indication for the managers and HR within the framework of internal recruitments.

As part of the management of his skills, an employee completes his self-assessment. Engaging the employee in the completion of his profile is facilitated by the addition of the "motivation" dimension: he indicates the skills he wants to develop and those in which he has no interest.

We will also outline a framework you can adopt to optimize your investments.

Integrating aspirations into an intelligent platform

We are seeing a strong evolution towards the deployment of intelligent platforms that bring together all performance, skills and motivation data in a single point. The Talent Marketplace, a solution where all employees are grouped according to their skills and motivations.

In particular, Neobrain has increased internal mobility by 45% for the company Natixis in the space of 9 months (see the complete use case). The future evolution of this internal recruitment lever is mainly the integration of short-term projects.

Accelerate your internal mobility like the Natixis Group has done in 1 year: make an appointment.