Why search elsewhere when the best fit might be sitting right in the next room?<\/p>\n
Edie Goldberg discusses internal mobility and the treasures it brings for a business in “Hiring from within: The abundant talent that\u2019s under your nose,”<\/em><\/a><\/strong> from the TalentLMS podcast series.<\/p>\n Many businesses overlook the skills, experience, and potential of their employees. That’s why they rush to hire external talent every time a need for a particular skill arises. But if they focused on promoting from within, companies could grow their teams in smarter ways without wasting resources on the hiring process.<\/p>\n Enabling internal mobility is more than finding the top talent in your workforce. It also means helping people develop and stay motivated, ultimately create a more engaged and thriving workforce.<\/p>\n Let\u2019s start with a definition. Internal mobility is when employees move to new careers or development opportunities within the same organization. These employee mobility moves can be vertical or lateral<\/a><\/strong>\u2014they\u2019re not just limited to promotions.<\/p>\n This can be switching to a new department, getting a promotion, or taking on different projects to learn new skills. All of these help employees and businesses grow.<\/p>\n Instead of relying only on outside hires, internal hiring focuses on tapping into the potential of current employees, matching them with roles that align with their goals and ambitions.<\/p>\n Internal mobility is also known as \u201cquiet hiring.\u201d<\/a><\/strong> Quiet hiring is the practice of an organization acquiring new skills without hiring new full-time employees, according to Gartner.<\/a> In brief, it\u2019s all about making the most of what you already have.<\/p>\n Internal mobility can take many forms. Some common examples include:<\/p>\n So why is internal mobility important? Are there any internal mobility benefits for the modern workplace? Supporting internal mobility creates advantages not only for the team members who are learning new skills and progressing in their careers but also for you as an employer.<\/p>\n Allowing for more mobility of employees strengthens your company and your hiring efforts by offering the following:<\/p>\n People want to know they have options so their careers won\u2019t stagnate. Allowing internal mobility shows employees (and prospective employees) that you support career mobility and are willing to invest in your workforce. Internal hiring is a benefit that attracts qualified candidates and engages current employees,<\/strong> and more engagement and employee satisfaction mean a boost to retention.<\/p>\n Finding, recruiting, and onboarding new hires takes time and money. The average cost of onboarding one new employee is nearly $4,700<\/a>\u2014not to mention the cost of downtime as you wait to fill crucial roles. When you recruit from the inside, you cut down on the time and cost of typical outside hiring because you don\u2019t need to sift through resumes and qualify new candidates. Instead, you bridge skills gaps faster by leveraging employees with existing company knowledge and experience.<\/p>\n Employees who feel supported and valued have a more positive outlook at work. Recognizing and encouraging team members\u2019 goals is key to showing employees you appreciate them. And when people are allowed to transition to new roles or learn new skills through internal mobility programs, they\u2019ll be more inspired to put forth their best efforts.<\/p>\n When you hire internally, you\u2019re dealing with employees who already know the company\u2019s culture, system, and values. This allows people to hit the ground running, reducing onboarding and training time that would otherwise be needed for external hires. As your current employees already have the knowledge of how the company operates, they can focus on mastering the new role, not learning the ABCs.<\/p>\n As Goldberg put it, \u201cYou can actually get really important business-critical work done by leveraging the talent that you have inside.\u201d<\/em>\u00a0 Meaning, that with internal hires, the learning curve is shorter and results are quicker.<\/p>\n Cultural fit can be a big concern when hiring externally. Internal candidates, however, have already proven that they align with the company\u2019s values. They\u2019ve formed relationships and understand the company\u2019s dynamics. Which makes them a safer bet. Internal hires reduce the risk of hiring someone who doesn\u2019t gel with their team.<\/p>\n Goldberg says \u201cit\u2019s necessary to move managers from a mindset of talent scarcity to a mindset of abundance, where they see everyone in the company as a potential source for talent.\u201d<\/em><\/p>\n Employees who feel supported and valued have a more positive outlook at work. Recognizing and encouraging team members\u2019 goals is key to showing employees you appreciate them. And when people are allowed to transition to new roles or learn new skills, they are more likely to perform their best.<\/p>\n Goldberg underscores this with “Your employees really hate it when you go outside and hire a contractor… to do that really cool new project.”<\/em> Companies shouldn\u2019t ignore any existing employee. Instead, they should offer more internal mobility opportunities and reap the benefits of motivated and loyal employees.<\/p>\n Companies need to be agile in today\u2019s business landscape that\u2019s constantly changing. Internal hiring allows companies to allocate talent to areas most needed quickly.<\/strong> Whether this is filling skill gaps or tackling a new project, an internal mobility strategy allows the flexibility to adapt faster than if companies relied only on external hires.<\/p>\n Goldberg supports the idea that it\u2019s easy and fast to discover which person has the adjacent skill needed or a similar one and upskill them. This quick adaptability keeps companies nimble in a fast-paced market. Assess your learners’ skills effectively and stress-free with the AI-powered tool, Skills.<\/a><\/strong> Design a customized assessment to validate employee abilities and knowledge.<\/p>\n Internal hiring also encourages a culture of growth and learning. Employees see that by acquiring new skills they can move up or across the company. This creates a desire for continuous learning that benefits both the employee and the company.<\/p>\n Individuals who feel they have room to grow through internal mobility are more engaged and less likely to leave. \u201cThe biggest reason employees leave their current employer is lack of access to career growth opportunities,\u201d<\/em> according to Goldberg. Offering internal career mobility, and upskilling and reskilling<\/a><\/strong> opportunities, transforms the company into a workplace where people want to invest in their personal and professional development.<\/p>\n Build upskilling and reskilling programs with TalentLMS. The training platform that users consistently rank #1.<\/p>Get started free<\/a><\/div> For your internal mobility strategy to be successful, companies need a strategy that supports employee growth and business needs.<\/p>\n Let\u2019s take a look at key practices that can guide organizations toward effective internal mobility.<\/p>\n Before turning to external recruitment, look internally first. Often, the best fit for a new role is already within the organization, waiting for the opportunity to grow. Take stock of your existing talent.<\/strong> Identify who is ready for a challenge or who can be trained to take on a new role. Internal candidates come with built-in company knowledge, reducing transition time and increasing loyalty.<\/p>\n Managers might worry about losing their top performers to other departments. But a culture of talent mobility benefits everyone.<\/p>\n By seeing talent as an abundant resource, organizations encourage collaboration and development across teams. This mindset shift promotes a healthier, growth-oriented environment where people are empowered to explore new roles without fear of stagnation.<\/p>\n Goldberg highlights \u201cMove managers from a mindset of talent scarcity, where they hoard talent, to one of abundance, where they see all employees as potential resources.\u201d<\/em><\/p>\n To encourage internal mobility, companies can reward managers who help their team members grow<\/strong> by moving into roles within the organization. When managers are recognized for fostering development and supporting internal transfers, it creates a positive feedback loop that encourages more managers to do the same, making mobility part of the company culture.<\/p>\n “Companies like Adobe recognize and reward managers for being ‘net talent exporters.’ This means supporting employee development and sharing talent across the organization is celebrated,”<\/em> Goldberg supports.<\/p>\n Talent mobility isn\u2019t just about promotions or transfers, as we\u2019ve mentioned before. People need to be offered continuous learning opportunities. This can be in the form of upskilling and reskilling programs, project-based learning, or short-term assignments that allow individuals to develop new skills. As employees broaden their expertise without leaving the company, they feel more engaged and invested in their roles.<\/p>\n “Creating a level playing field ensures that every employee, regardless of their background, has equal access to training and development programs,”<\/em> Goldberg mentions.<\/p>\n When everyone has equal opportunities to grow, your internal mobility strategy flourishes.<\/p>\n Organizations must ensure that development programs and internal roles are accessible to everyone, not just a select few. This doesn\u2019t only boost engagement and employee satisfaction but also fosters a more diverse and inclusive workplace where everyone has the chance to succeed.<\/p>\n Talent marketplace platforms help bridge the gap between available roles and internal candidates. These platforms allow companies to match employees\u2019 skills and aspirations with open opportunities, facilitating internal mobility programs.<\/p>\n By using such technology for talent acquisition, companies can tap into hidden talent,<\/strong> providing employees with new opportunities that align with both personal growth and business needs.<\/p>\n \u201cDon\u2019t make it about politics. Don\u2019t over-engineer it,\u201d<\/em> Goldberg advises.<\/p>\n Internal mobility programs and processes should be straightforward.<\/strong> Overcomplicating policies or creating too many hurdles discourages employees from taking advantage of internal opportunities.<\/p>\n Keep the system simple, transparent, and accessible to everyone. The easier it is for employees to explore internal moves, the more likely they are to engage with the process and seize new opportunities.<\/p>\n Are you ready to implement internal mobility in your organization? Start by taking the following steps: While internal mobility offers countless benefits, the are challenges to implementing it effectively.<\/p>\n Some companies find it hard to establish clear and formal processes for internal mobility. Without a standardized system, employees may struggle to navigate internal job openings or transition between roles.<\/p>\n The lack of structure can lead to confusion, inefficiency, and missed opportunities. Companies with ad-hoc systems risk losing valuable internal talent to competitors simply because the internal move process isn\u2019t transparent or accessible.<\/p>\n![\"\"](\"https:\/\/www.talentlms.com\/blog\/wp-content\/uploads\/2025\/03\/Edie-Goldberg-quote.png\")
<\/a><\/p>\nWhat is internal mobility?<\/h2>\n
Examples of internal mobility programs<\/h2>\n
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Benefits of internal mobility<\/h2>\n
Easier recruitment and employee retention<\/h3>\n
Faster and lower-cost hiring<\/h3>\n
Improved employee performance<\/h3>\n
Smoother onboarding<\/h3>\n
Better cultural fit<\/h3>\n
Enhanced employee loyalty and motivation<\/h3>\n
Increased agility in response to business needs<\/h3>\n
Empowered L&D culture<\/h3>\n
Help your people make the next step in their career.<\/h5>
![\"TalentLMS](\"https:\/\/www.talentlms.com\/blog\/wp-content\/uploads\/2025\/08\/platform-talentlms.webp\")
<\/div><\/div>\nBest practices for implementing an internal mobility program<\/h2>\n
1. Stop rushing to recruit externally<\/h3>\n
2. Shift from talent scarcity to talent abundance<\/h3>\n
3. Reward talent exports<\/h3>\n
4. Provide learning and development opportunities<\/h3>\n
5. Democratize access to opportunities<\/h3>\n
6. Use talent marketplace technology<\/h3>\n
7. Keep it simple<\/h3>\n
How to jump-start internal mobility in your organization<\/h2>\n
\nEvaluate existing talent. Conduct a skills analysis to identify where an existing employee could fill existing gaps.<\/p>\n\n
Challenges of internal talent mobility<\/h2>\n
Lack of standardized processes<\/h3>\n
Managerial resistance<\/h3>\n