Frequently Asked Questions

What’s the ROI of an internal mobility platform?

Return on investment can be measured in many ways. For internal mobility the main outcomes are based around employee engagement, sentiment change post-opportunity, time to fill open roles and ratio of internal to external placements, tenure and retention. Flux offers extensive in-product reporting around these concepts and more as well as included, personalized account support to regularly evaluate value and successful usage of the platform on an ongoing basis.

With average cost of talent replacement being 1.5-2x annual salary on average, Flux more than pays for itself if just a handful of employees in an enterprise company decide to stay and grow vs. leave for a new opportunity elsewhere.

I use [HRIS] or [ATS] - can’t it do something like this?

Perhaps some of it, but it’s crucial that people and work be brought together in a single system if you want to do a great job of matching them together. People data should update automatically, not manually, and the platform should be aware of an ecosystem worth of information not just what has happened in your company from what it has been around to record.

With Flux you get a level deeper to know why a transfer worked if you plan to use that information to inform other unique individuals who may be significantly different and for whom it may/not make sense.

Your internal resourcing platform should be purpose-built, there's a lot riding on it!

How much of my team's effort is required to implement Flux?

Average implementation time is 4-6 weeks depending on complexity and rollout size. Flux is with you every step of the way as we take a hands-on approach to client success.  We bring playbooks, communications templates, project management resources and a host of peers who can lend guidance as you get started and beyond. Technical commitments are low as well, we believe your company's resources are best spent on your own business! We'll take care of the integration and data work.

Flux also brings its Work Genome to every company we work with so we don't require you to have perfectly structured, robust data to create an engaging, complete experience even on day 1 of usage. We've done the hard stuff so you don't have to.

Where does the data come from?

Data to power Flux comes from lightweight integrations with your existing systems, engaging experiences with employees and managers, and Flux’s robust Work Genome dataset.

System integrations are simple and require no code or IT resources. Employees enter Flux and engage with surveys to learn more about themselves which powers workforce insights and AI matching.  Lastly, Flux brings millions of data points to your organization through its Work Genome to connect roles, skills, career paths, cognitive qualities, work preferences, individual motivations and more to ensure you can stand up a robust, intelligent people practice without having all that data yourself.

How do you mitigate bias in match algorithms?

Flux’s AI is designed from the ground up to mitigate conscious, systematic and unconscious bias. With extensive data around fit, performance and career mobility, our matching intelligence promotes diverse candidates with the skills, qualities and work preferences to not only perform but compose a well-rounded team for various reasons.

Additionally, Flux's algorithms are designed to solve for the exploration and discovery phases of resourcing rather than deterministically place candidates in positions. We believe deeply that a "human last mile" is the only way to properly operate a resourcing practice.

Why are whole human factors important in resourcing?

Flux employs a research science department to engineer and evolve its Qualities framework in order to convey whole human factors for resourcing. It’s crucial that fit-based resourcing contemplate not just who can do the job but who will be motivated and prefer to work in the various contexts of the individual work opportunity. Flux's Qualities have been developed to make this fit-based resourcing possible. Language used in assessment, scoring framework and outcomes have been derived from established and peer reviewed science and organizational psychology, tested for normative results and non-biased terminology and evaluated for efficacy in real world results.

A continuous work in progress, Qualities represents an additive source of information around work preferences for hiring managers, direct managers and peers to better understand each other and work more effectively together.

Retain and grow your biggest competitive advantage:

Your people.

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