Talent Mobility: Strategies, Benefits, and Implementation

“The war for talent is over. Talent won.” – Tim Ryan, PwC US Chairman

The workforce has spoken: today’s employees want opportunities to grow and thrive within their organizations, or they’ll move on. Unfortunately, many companies are still stuck back in the revolving door of costly hiring cycles and scrambling to fill gaps with external hires. Meanwhile, existing employees are looking at them like the gal in that distracted boyfriend meme, wondering if they’ll have to leave to get attention.  

If you’re not nurturing your internal workforce with mobility initiatives, you risk losing more than just great people; you risk falling behind in key areas like innovation and leadership pipeline. 

Think of your workforce as an orchard. When one crop is harvested, you don’t just uproot the trees and start from scratch. Instead, you prune branches, feed the soil, and plant saplings to prepare for the next season. That ongoing investment ensures sustainable growth and future harvests. Talent mobility operates on the same principle: leaders need to cultivate a renewable resource that grows alongside their organization’s needs.

It’s time for companies to pivot from ‘buying’ talent to ‘building’ it. By cultivating internal talent through targeted development and clear career pathways, organizations can not only address gaps but also boost retention, engagement, and shareholder value. 

Talent mobility has been an important topic at Workhuman Live. Drawing on insights from our Workhuman Live speakers past and present, real-world case studies, and leading-edge research, let’s outline the strategies you need to build an effective talent mobility framework – one that balances internal growth with external hiring to create a thriving, sustainable workforce.

What is talent mobility?

Talent mobility is the strategic movement of employees within your organization to develop skills, fill critical roles, and foster career growth. At its core, it represents a shift from viewing talent as a fixed asset to recognizing it as a renewable resource.

Talent mobility encompasses:

• Vertical mobility: Promotions and upward career progression.
• Horizontal mobility: Role changes across departments to expand skill sets and experiences.
• Global talent mobility: International assignments or relocations that align with organizational goals and employee aspirations.

By creating structured opportunities for employees to explore new roles or take on stretch assignments, organizations ensure that their workforce remains agile and engaged.

Why talent mobility is a strategic initiative for HR

Talent mobility is quickly becoming a top priority for HR leaders as organizations face mounting challenges like technological disruption, economic uncertainty, and shifting workforce demographics In fact, in 2024, 86% of HR leaders said internal mobility is a priority for their organization, according to an iCIMS report.  

This focus makes sense: with emerging technologies transforming industries, the demand for new skills is far outpacing supply. Talent mobility offers a faster, more cost-effective way to close skill gaps by upskilling current employees instead of relying solely on external hires.

Still, LinkedIn’s latest Workplace Learning Report tells us that only 33% of organizations offer formal internal mobility programs, leaving a significant opportunity for businesses to better leverage their existing workforce. In fact, only one in five employees feels confident in their ability to make an internal move, underscoring the need for structured programs that support mobility. 

The stakes are high. Another iCIMS report found that 77% of employees planning to change jobs this year would prefer to stay with their current employer – if the right role were available. Without visibility into internal opportunities, companies risk losing valuable talent to competitors. By prioritizing talent mobility, HR can not only meet today’s workforce demands but also optimize talent for a more agile organization.

Benefits of talent mobility for organizations and employees

Talent mobility delivers measurable advantages for organizations and transformative opportunities for employees, creating a win-win dynamic that fuels growth and engagement.

The ROI of an internal mobility program

The financial and operational benefits of talent mobility are significant:

• Cost savings: Research from the Wharton School, detailed in Matthew Bidwell’s study “Paying More to Get Less: The Effects of External Hiring versus Internal Mobility,” shows that internal hires save organizations an average of 18% in salary costs compared to external hires.
• Attrition rates: According to LinkedIn, employees promoted internally are 40% more likely to stay at the company for at least three years. And at companies with high internal mobility, employees tend to have 53% longer tenures overall.
• High performance and loyalty: Studies from the University of Minnesota reveal that internal hires tend to be higher performers and more likely to remain with the organization compared to external hires, particularly at the top-performing levels.
• Leadership development: Companies with the highest internal mobility rates report 79% more leadership promotions on a per-employee basis, demonstrating the effectiveness of mobility in building future leaders.

How mobility helps employees

• Clearer Career Paths: Provide employees with a roadmap for advancement, ensuring they feel supported in their professional aspirations.
• Engagement and Job Satisfaction: When employees know their organization invests in their growth, they’re more motivated and committed.
• Skills Development: Offer opportunities to learn and apply new skills, empowering employees to thrive in evolving roles.

By prioritizing talent mobility, organizations not only future-proof their operations but also create an environment where employees feel valued, engaged, and equipped to succeed. This holistic approach ensures both the business and its people are prepared to meet the challenges of tomorrow.

Promote vs. recruit: Balancing the workforce

When should you focus on internal mobility programs, and when should you look to talent acquisition? Here are some ideas on whether to move talent or go ahead and post that job description. 

The Iimportance of upskilling and reskilling 

As automation and AI reshape industries, the focus on skills-based hiring is transforming talent strategies. Organizations must prioritize developing their existing talent to fill gaps and adapt to new challenges.

Recent research highlights this urgency:

• The 2024 Mercer Global Talent Trends report found that leaders see employee upskilling and reskilling the #1 driver of productivity. 
• Mercer’s research also found that executives’ top strategies include doubling down on AI investment (43%), reskilling (40%), and digital transformation (39%).
• Aptitude Research’s THE NEW ERA OF INTERNAL MOBILITY report found that 82% of companies identified closing the skills gap as a critical priority in 2024.
• The World Economic Forum (WEF) has found that 50% of employees will need reskilling by 2025 to remain relevant, and that reskilling just 25% of the workforce by 2030 could add $5 trillion to the global economy.

Workhuman Live 2025 speaker Ravin Jesuthasan advocates for a seismic shift in talent strategies, saying: “The future of work is about deploying skills, not jobs. Mobility enables organizations to unlock potential by focusing on what people can do, not where they sit.”

Tips for building a talent mobility framework  

Here’s how to build a framework that aligns with your organization’s goals and prepares your employees for the future.

1. Get Leadership’s Commitment  
   • Leaders set the tone for talent mobility by prioritizing internal growth and actively supporting career development, and studies show their buy-in is important for any change initiatives.
   • Leaders should regularly identify potential internal candidates for new roles, engage in career development conversations, and model mobility themselves to normalize internal transitions.
2. Create Transparency in Career Development Opportunities
   • Employees need visibility into internal roles, projects, and development opportunities. Clear communication about available pathways fosters trust and encourages employees to explore their potential.
   • Consider publishing a career roadmap or leveraging technology platforms to showcase internal opportunities and pathways to new roles.
3. Use Data-Driven Decision-Making
   • Use data and analytics to understand your current capabilities and future needs. Analytics can identify shortfalls, track mobility trends, and align talent strategies with business goals.
4. Use Technology to Identify and Support Talent Mobility
   • Tools like talent marketplaces, AI-driven skills matching, and self-service career platforms simplify the process of matching employees to opportunities.

Real-time analytics help predict future skills demands and proactively align talent development efforts.

Buy-In: Talk to employees about their career paths

Understanding your employees’ needs and ambitions is another key to retaining top talent. You might be surprised at why some are considering leaving – or what would make them stay. 

As leadership expert and frequent Workhuman Live 2025 speaker, Cy Wakeman wrote in her book, Reality-Based Leadership, “We over-manage and under-lead, trying to control people rather than connecting to them and developing their potential.” This insight underscores the importance of open communication and genuine support for career development.

Practical steps for employee mobility:

• Conduct stay interviews to understand what employees value most about their roles and what improvements they’d like to see.
• Share internal opportunities and create forums for employees to discuss their career aspirations.
• Use data-driven tools to identify high-potential employees and align them with growth opportunities.

By thoughtfully combining internal mobility with strategic external recruitment, organizations can cultivate a labor force that is diverse, engaged, and ready to meet future challenges. 

As Kailash Sharma, an employee at Schneider Electric, reflected on their internal job marketplace, “Since the tool was easy to navigate, I logged in, created my profile, and saw that new opportunities for career growth were just a click away.”

Why talent technology matters

Technology is the backbone of modern talent mobility strategies. It enables organizations to streamline internal mobility processes, improve decision-making, and offer employees greater autonomy in shaping their careers.

Benefits of talent technology:

• Identify Gaps and Future Needs: Analytics platforms can map current capabilities to future business demands, helping HR leaders focus on targeted upskilling and reskilling.
• Match Employees to Opportunities: Internal marketplaces use AI to align employees with roles, projects, or mentorships that fit their skills and career aspirations.
• Facilitate Continuous Learning and Career Pathing: Platforms offer tailored development plans and resources to help employees grow in their roles and beyond.
   

Examples of talent technology in action

1. Schneider Electric’s open talent marketplace:  Schneider Electric has implemented a robust internal marketplace that connects employees to projects and mentorship opportunities based on their skills and aspirations. This platform also uses analytics to provide employees with personalized career pathing suggestions, helping them explore opportunities and gain new competencies.
   
   Past Workhuman Live speaker Tina Kao Mylon, CHRO of Schneider Electric, has explained:  “We focus especially on internal projects and matching supply and demand… given your profile and skills, what are the most likely career opportunities, and how might you get there?” 
2. Cisco’s AI-enabled ICT workforce consortium
   Cisco has partnered with Google and IBM to create an AI-driven initiative that focuses on equipping employees with new skills for evolving technology roles. Their reskilling programs ensure employees are prepared to meet the demands of an AI-driven workplace. According to consortium data, 92% of top technology roles have evolved in the past five years, making reskilling a priority.
3. AstraZeneca’s digital reskilling programs
   AstraZeneca leverages generative AI tools to upskill employees in areas like bioinformatics and digital health. These programs allow employees to experiment with cutting-edge technologies while driving innovation in patient care.
   
   According to Dr. Bonnie Cheuk, Global Capability Lead: “By encouraging our people to explore possibilities, we enhance our digital capabilities and support our drive for innovation.”
4. LinkedIn’s AI career tools: Leveraging generative AI, LinkedIn helps professionals identify career opportunities, draft résumés, and develop soft skills, making reskilling accessible and actionable. As Teuila Hanson, Chief People Officer at LinkedIn, writes: “The most successful companies in this next era of work will win because of their talent, not just their tech – they’ll be the ones focused not just on the destination of an AI-powered workplace, but on making sure their people feel like they’re being brought along for the journey.”
5. Workhuman’s Human Intelligence Platform: Workhuman’s Human Intelligence platform leverages AI-powered recognition data to reveal deep insights about workplace culture, employee engagement, and skills development. By turning recognition moments into actionable analytics, the platform empowers organizations to map talent strengths, identify leadership potential, and facilitate internal mobility.
   
   As our Workhuman CEO and Keynote Speaker Eric Mosley has explained, “The real data that matters isn’t in demographics – but in how people behave and interact.” This approach not only supports talent mobility but also fosters a culture of growth and connection, helping employees thrive within their organizations.

The role of employer branding in talent mobility

A strong brand doesn’t just appeal to external candidates – it reassures current employees that their growth is a priority.

Why employer branding matters

Employer branding impacts both recruitment and churn:

• Attract Top Talent: According to The State of Employer Brand 2023 Report, 96% of employees are more likely to apply to companies with a strong employer brand – a 39% increase from previous years.
• Retain Current Talent: That same report shows that 84% of employees say they would leave their current job for one at a company with a better reputation.

When employees see an authentic commitment to growth and mobility, it deepens their trust and engagement. As Workhuman Live 2025 speaker Jason Lauritsen has observed: “Truly effective employment branding is built on an authentic understanding of what motivates employees in your company to keep coming back each day.”

Highlighting internal career growth success stories can strengthen your brand by:

• Demonstrating Commitment: Showcasing employees who have advanced internally reinforces your dedication to their development.
• Attracting Similar Talent: Potential hires are drawn to companies that prioritize growth, while current employees feel valued and inspired to pursue their ambitions.

By aligning your mobility strategies with your employer brand, you signal to employees and candidates alike that your organization is a place where talent thrives.

Measuring the impact of your program

To ensure the success of any talent management, measurement is crucial. Establishing clear metrics allows organizations to track progress, identify areas for improvement, and demonstrate the value of internal mobility to stakeholders. By adopting a data-driven approach, HR leaders can refine and scale their programs to meet evolving workforce needs.

Additional career mobility metrics to consider 

• Cost Savings: Measure the financial impact of reduced recruitment, onboarding, and training expenses resulting from internal mobility.
• Diversity and Inclusion Impact: Track how mobility programs contribute to building a diverse workforce by opening opportunities across demographics.
• Employee Career Progression: Monitor the career trajectories of employees who have moved internally to assess long-term program benefits.

7 best practices for implementing talent mobility programs

To develop a strategy that works, you will need thoughtful planning and consistent effort. These seven steps provide a roadmap for creating a robust program that aligns with organizational goals while empowering employees  – whether new talent or existing skilled talent – to grow and thrive.

Step 1: Build a talent mobility framework

Start with a structured approach to ensure consistency and alignment. A robust framework integrates talent mobility with your business strategy for maximum impact.

• Define policies and processes: Set eligibility, applications, and expectations.
• Set measurable goals and metrics: Track outcomes to refine programs.
• Align with business strategy: Support skill gaps and long-term goals. 

Step 2: Conduct a comprehensive skills inventory

Understanding current and future workforce capabilities is essential for success. A skills inventory ensures you’re ready to meet evolving business needs.

• Identify existing skills: Catalog capabilities across departments.
• Pinpoint missing skills: Highlight reskilling and upskilling opportunities.
• Forecast future needs: Anticipate emerging roles and industry demands. 

Step 3: Invest in technology and data-driven solutions

Modern talent mobility relies on technology to streamline processes. Analytics and AI provide insights and tools to support internal growth.

• Leverage marketplaces: Match employees to roles using skills data.
• Use workforce analytics: Analyze trends and predict future needs.
• Enable transparency and accessibility: Offer self-service mobility platforms. 

Step 4: Foster leadership development and buy-In

Leadership plays a key role in promoting talent mobility. Leaders must model, support, and advocate for career development initiatives.

• Equip managers to guide careers: Train them for development conversations.
• Gain executive sponsorship: Secure leadership commitment and support.
• Model mobility at the top: Showcase leadership transitions internally. 

Step 5: Embed a culture of learning and growth

Create an environment where mobility is part of your organization’s DNA. According to LinkedIn’s 2024 Workplace Learning Report, 47% of companies are investing in career mentoring and coaching to boost employee retention, and 87% of L&D pros say they can show business value by helping employees gain skills to move into different internal roles.

• Promote continuous learning: Provide structured upskilling opportunities.
• Recognize and reward mobility: Celebrate employee growth success stories.
• Create psychological safety: Encourage movement without fear of failure.

Step 6: Monitor, measure, and adjust

Ongoing evaluation ensures programs stay effective and aligned. Use data and feedback to refine talent mobility efforts continuously.

• Track key metrics: Measure hire rates, retention, and engagement.
• Gather employee feedback: Use surveys to understand experiences.
• Refine based on insights: Address gaps and remove program barriers.

Step 7: Align talent mobility with employer branding

A strong brand reinforces internal growth and attracts top talent. Showcase mobility as part of your mission and values.

• Share internal success stories: Highlight employee advancement examples.

Tie mobility to company values: Show how it supports retention goals.

Looking ahead: The future of internal mobility

As organizations grapple with the demands of a rapidly evolving workforce, talent mobility remains a cornerstone of the best strategies. By combining technology, inclusivity, and innovative approaches, companies can prepare for the next chapter in work.

Emerging trends in internal talent mobility

1. AI-powered tools for skills matching and career pathing
   Artificial intelligence – such as Workhuman Human Intelligence – is revolutionizing how organizations identify transferable skills and strengths, and recommend roles.
2. Emphasis on diversity and Inclusion in mobility strategies
   Inclusive talent mobility ensures that opportunities are accessible to all employees, regardless of background. Organizations are leveraging analytics to uncover and eliminate biases in mobility processes, fostering a workforce that reflects diverse perspectives and experiences.
3. Enhanced focus on employee experience
   The future of talent mobility places employees at the center of the conversation. Self-service platforms, mentorship programs, and career coaching will become integral to helping employees envision their growth within the organization. 
4. Real-time workforce analytics
   Predictive analytics are becoming critical for anticipating future skills demands and aligning mobility efforts with long-term business goals. By tracking real-time data, companies can remain agile and proactive in their talent strategies.

By embedding these trends into their mobility frameworks, organizations can stay competitive and ensure their employees are ready for the challenges of tomorrow.

Talent mobility is the future of work 

Think back to the metaphor of the orchard. Just like your apple trees require nurturing, pruning, and replanting for sustained growth, your workforce thrives when cultivated with care and foresight. Talent mobility transforms your organization into a resilient, dynamic ecosystem where employees and business strategies flourish together. 

Join Workhuman Live 2025 to learn from thought leaders and HR experts who are shaping the future of talent mobility. Gain actionable insights from speakers like Ravin Jesuthasan and connect with a community of professionals dedicated to building thriving, future-ready organizations.

Are you ready to cultivate the future of your workforce? Connect with thought leaders shaping talent mobility at Workhuman Live 2025 at the Gaylord Rockies in Colorado this May 12–15. Click here to register for Workhuman Live 2025 and continue the conversation!

About Darcy Jacobsen

Darcy is a passionate storyteller and champion of workforce transformation, human connection, and recognition-driven culture. As an author on the Workhuman Live Blog, she loves to connect deep research insights with modern workplace dynamics to uncover what really drives engagement, belonging, and happiness at work. With a background in communications and a master’s in medieval history, she brings a unique perspective to her writing, taking deep dives into all topics around organizational psychology and the science of gratitude.