5 Ways to Improve Internal Mobility

As demand for talent heats up in the midst of candidate scarcity, addressing the issue of attracting suitable, qualified, skilled or experienced candidates is still the number one issue for many in-house recruitment teams. Does an effective Internal Mobility strategy provide a solution?

The official definition of internal mobility is ‘a dynamic internal process from moving talent from role to role – at the leadership, professional and operational levels’. Bersin by Deloitte

Hands up who is actively practising internal mobility and of those who are, is it working?

Typically used by larger organisations, internal mobility can be part of an effective internal recruitment strategy that builds long-term employee success stories. Encouraging employees to expand and develop their career within your organisation and mapping their career path can contribute to reducing employee turnover, preventing losing employees (and intelligence) to competitors and an organisation's commercial success. But many organisations are still not incorporating it into their recruitment strategy.

Cultural fit within an organisation is a big part of the recruiting jigsaw, and it is often hard to get candidates whose behaviours fit the mould. An employee who is already aligned with your company goals and values is halfway there to making a lasting impression in your organisation and being a valuable asset.