How to Implement an Internal Mobility: Process & Best Practices

Internal mobility, or talent mobility, is becoming more common. Reports show a 6% global increase in internal moves year over year. In 2022, more than 70% of companies put more focus on it, and 47% increased their internal hires.

Despite these internal mobility efforts, organizations still lost up to 77% of their workforce due to a lack of career development opportunities. This shows why it is important to build a clear talent mobility process that helps employees grow and stay longer.

But the big question is: where can organizations start?

This article explains the key steps and best practices for building an internal mobility process—and shares important considerations organizations need to keep in mind before getting started.

What is internal mobility in the workplace?

Internal mobility refers to the movement of the existing workforce across the organization into various job roles or responsibilities without leaving the company.

A few examples of internal mobility include:

• getting promoted to a higher position,

• moving to a different team or department,

• taking on short-term projects in other areas,

• and transferring to another office or location within the company.

It is closely linked to employee retention. In fact, 66 % of existing talent say they would stay longer if they had better career opportunities.

However, organizations still face a challenge when hiring internally. 33 % of HR leaders say the biggest issue is that internal talent lacks the necessary qualifications.

A skill-based framework helps address this challenge by identifying the skills needed for a role. Some organizations use a Skill Library tool to define the skills required for a job, helping avoid issues with candidates not meeting qualifications.

Benefits of internal mobility

So why is internal mobility important? Organizations with talent mobility can see a stronger, more engaged workforce. Here are other reasons why it matters:

1. Better company culture

   It promotes growth and development. When employees see clear paths to move or advance, it builds employee trust, boosts motivation, and strengthens the work culture. Research shows companies with strong career mobility keep employees twice as long as those that do not.

2. Higher employee retention

   A strong internal mobility program helps retain existing talent pools by offering new challenges and growth opportunities. Research shows that employees who move internally around the two-year mark have a 75% chance of staying with the company, compared to 56% for those who don’t.

   Experts also see it as a valuable, yet underused, way to fill positions and improve retention while keeping employees engaged.

3. Improved cost-savings

   A recent study found that hiring a new employee in the U.S. costs about $4,700, with some estimates much higher. Internal mobility helps save money by lowering costs for talent acquisition, onboarding, and finding outside candidates.

4. Expedited time-to-hire rates

   Hiring from outside often takes longer and may lead to a poor fit. Research suggests that the average time to hire through external hiring is around 36 days, depending on the industry. Promoting from within is faster because internal candidates already know the company, tools, and processes.

   Aside from the organization, there are also benefits of internal mobility for employees, especially in skill development. A study showed that internal movers are 50% more likely to develop diversity and inclusion skills, 27% more likely to improve emotional intelligence, and 21% more likely to strengthen change management skills.

Internal mobility examples

There are different types or examples of internal mobility that organizations can implement. Here are some common ones:

• Role-to-role mobility

  Role-to-role or lateral mobility is when employees move from one role to another at the same level. Some organizations align their reskilling efforts with this type of mobility to make transitions easier.

  They may use tools like a Skills Library to map skills and competencies to job profiles, helping to identify the training and experience needed to develop talent.

• Upward mobility

  Upward mobility or promotion refers to moving employees to higher positions with increased responsibilities. For example, a high-performing employee may be considered for succession planning to take on a leadership role in the future.

• Transfers

  Transfers, or geographical mobility, involve staying in the same job or similar position but changing locations, such as moving to a different office, region, or country. This supports business continuity, professional development, and operational needs.

• Project-based mobility

  Project-based mobility is similar to transfers, but the key difference is that it involves moving employees temporarily to a specific project or initiative, with a defined duration, rather than a permanent change in location or role.

How to do internal mobility: process and steps

If your organization is looking to improve talent mobility, here are the steps to implement an effective career mobility process:

1. Step 1: Set goals for internal mobility

   Set clear, measurable goals for your talent mobility program that match the company’s overall strategy. Goals might include reducing turnover, improving employee engagement, offering career growth, or keeping top talent. Defining these goals makes sure the program is focused and helps the company succeed.

2. Step 2: Create clear rules and guidelines

   Create clear guidelines for applying to internal roles, including eligibility, promotion opportunities, and expectations. Address questions like:

   1. Who is eligible to apply for internal roles?

   2. Are there any restrictions (e.g., time in current role or performance)?

   3. What is the application process?

   4. What are the selection criteria?

   Remember, clear and consistent rules help prevent confusion and ensure fairness throughout the process.

3. Step 3: Set up a job listing platform

   Offer internal mobility platforms or listing platforms, like an internal job board or HR system, where employees can see open positions. It should be easy to use, updated regularly, and include job details, qualifications, and application instructions. This helps employees find roles that match their skills and career goals.

4. Step 4: Build a talent and skills database

   Create and maintain a database that tracks employee skills, experience, and career goals. This helps HR and managers find the right candidates for open positions and plan for future roles. Encourage employees to update their profiles with new skills and certifications.

5. Step 5: Help match employees to jobs

   Set up a system to match employees with the right internal opportunities. This can be done using AI tools or through an HR review. Make sure employees have the skills and experience needed for the role. Offering training or coaching can help prepare them for the transition.

   Forward-thinking organizations use digital tools like Skills Library to match skills with jobs. This software helps create a skills framework for job structures, potential career paths, and skill-based hiring across various industries, such as Manufacturing or job families like Human Resources.

6. Step 6: Monitor and evaluate the process

   Track the success of your internal talent mobility program by collecting data and feedback. Key metrics to monitor include internal promotions, employee satisfaction, time-to-fill positions, and turnover rates.

   It's important to consider that regular evaluation helps identify areas for improvement and ensures the program adapts to the company’s changing needs.

Best practices for implementing internal mobility

Now that you know how to implement career mobility, HR professionals should follow these best practices to ensure success:

1. Use a skills-based approach for talent mobility

   A skills-based approach is critical for internal or talent mobility. Research found that 95% of companies prioritize skills over job titles when promoting employees, helping match people to roles based on abilities.

2. Avoid treating internal candidates as strangers

   Many companies treat internal candidates like outsiders. A study found that 58% of internal candidates go through the same process as external ones, making them feel undervalued. Ensure internal candidates feel recognized, appreciated, and respected, rather than being treated as just another applicant.

3. Personalize communication with internal candidates

   Personalized communication is important for making internal candidates feel appreciated. Avoid generic messages commonly sent to external candidates, and instead tailor your communication to reflect the candidate's history and contributions within the same organization.

4. Share opportunities with employees early

   A study found that half of the employees don’t know about internal mobility opportunities. Sharing job openings early through channels like newsletters or team meetings is important for talent mobility. This gives all existing employees equal access to opportunities and encourages them to apply.

5. Provide career development resources and opportunities

   A strong internal mobility plan depends on ongoing support. Help existing talent by offering continuous learning, leadership development programs, and resources that support their career aspirations, employee development, and focus on developing internal talent.

   Ensure to tell talent acquisition teams to prioritize internal growth by working with managers to spot potential in your employee pools. These steps help support employees and improve opportunities for both your employees and the company.

A strong internal mobility strategy helps you make the most of your current workforce, makes hiring easier, and supports your company culture. Clear communication and support are key to making it work.

If you're using a skills-based approach to a successful internal mobility program, make sure to have the right tools, like Salary.com's Skills Library, to match employee skills with available roles.