Internal mobility, also known as talent mobility, is the movement of employees to positions or opportunities within an organization. Internal mobility can future-proof the workforce and is now a main priority for many organizations. It translates to more defined career paths and a greater sense of belonging for employees, as well as reduced hiring costs and better employee retention. Understanding internal mobility and its significance will help you to develop a skills-based approach for better talent placement.
Understanding Internal Mobility and Its Significance
A well-defined internal mobility strategy can support both short- and long-term retention of employees. Here are some aspects:
- Vertical mobility: This includes traditional ways of moving into roles with greater responsibilities, such as promotions; for example, a sales associate promoted to team lead after exceeding their targets.
- Lateral mobility: This includes moving departments or teams without a title change; for example, a marketing specialist shifting to product management.
- Project-based mobility: This includes short-term assignments or gig work and can help employees test new roles while solving business problems.
- Mentorship: These are programs that involve pairing employees with leaders or peers for skill development; for instance, a junior engineer shadowing a senior architect on high-stakes projects.
- Job swaps or rotations: Employees temporarily exchange roles to understand their responsibilities better; for instance, an HR manager and an operations manager swapping roles for six months to understand cross-departmental challenges.
- Employee job rotations: Structured programs cycle employees through multiple roles over a period of months.
The benefits to companies are compelling:
- You can fill skill gaps faster by upskilling existing talent instead of looking for new hires.
- People who move internally within the company tend to stick around longer.
- Internal hires cost less to onboard and get up to speed quicker.
- Long-timers retain institutional knowledge, customer relationships and cultural customs that new hires might lack.
The Business Case for Internal Mobility
Learning and development can enhance internal mobility, helping employees step into evolving roles and build long-term careers within a company. L and D teams can partner with HR and business leaders to prepare employees for future roles through upskilling and reskilling.
Upskilling helps employees to sharpen their existing skills, while reskilling prepares them for entirely new roles. About 85% of employers plan to upskill their workforce to increase organizational agility and employee career growth. Companies that actively invest in their employees also see stronger retention; 94% of employees say they would stay longer at companies that support their career development. Here’s how organizations are adopting L and D approaches:
- Virtual reality and augmented reality: VR and AR tools can engage employees in immersive experiences, learning everything from safety protocols to soft skills such as negotiation and public speaking.
- Gamification: Game elements and rewards are great ways to motivate and encourage employees to upskill.
- Microlearning: Short, focused learning modules suit busy schedules and support just-in-time skill acquisition, which can be ideal for fast-paced environments.
- AI integration: Platforms driven by artificial intelligence can personalize learning paths and recommend relevant courses based on employees’ skills and interests. This approach can make internal mobility more accessible and data-driven.
Building an Effective Internal Mobility Program
Now that you know how internal mobility can benefit companies, let’s look at how AI and other technologies can facilitate development.
AI for Talent Matching
AI-powered skills-matching algorithms analyze employee data to identify internal candidates for open roles. This includes certifications, project experience and learning history. Using AI can reduce reliance on resumes or managerial referrals; for example, algorithms can detect an engineer with leadership potential for a project management role based on collaborative projects.
Building Talent Marketplaces
Internal talent marketplaces are dynamic platforms for employees to explore gig work, mentorship or full-time roles across departments. Employees can gain personalized career path recommendations this way.
Upskilling Through Immersive Technology
VR training can aid competency development in high-risk fields, such as manufacturing or health care, by simulating real-world scenarios. Gamification complements this approach by turning compliance training into interactive challenges. These methods may outperform lecture-based training through active participation and immediate feedback loops.
Building a strong internal mobility program requires a strategic blend of technology, cultural alignment and data-driven decision-making. Here are some ways you can work on creating the right program for you:
- Audit current capabilities: Use assessment tools and AI-driven platforms to evaluate competencies and identify strengths and gaps. This skills database should be regularly updated and accessible.
- Secure leadership buy-in: Ensure support from leadership and key stakeholders by presenting data on the benefits of internal mobility, such as reduced hiring costs and faster time-to-productivity for internal hires.
- Promote cultural adoption: Actively communicate the benefits and availability of internal opportunities.
- Measure and optimize: Monitor key metrics such as internal promotion rates, lateral moves and employee engagement. Collect feedback from participants to identify bottlenecks or areas for enhancement.
Skills-Based Approach to Internal Mobility
A skills-based approach to internal mobility can transform how organizations develop, retain and deploy talent. Rather than focusing solely on tenure, job titles or formal education, this strategy prioritizes employees’ actual skills and potential for growth, including:
- Clarifying organizational needs: Understand your organization’s current and future skill requirements by analyzing industry trends and regularly updating role requirements.
- Finding the gaps: Identify the difference between your team’s current abilities and future needs for long-term success.
- Creating growth pathways: Offer targeted training, mentorship programs and other opportunities that help people build relevant skills.
Prioritize internal talent mobility for faster, smarter talent placement. Explore Dice’s Recruiting Advice and Insights to find your exact talent needs.
Key Takeaways
- Internal mobility helps you retain your best people by showing them clear paths for career advancement within the company.
- Strong L&D programs and internal mobility go hand in hand. Employees need upskilling and reskilling to move into new roles.
- A focus on skills rather than just job titles or degrees helps you tap into people’s real abilities and potential.
- Technology makes internal mobility easier by matching employees to opportunities and providing data-driven insights for continuous improvement.
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