The document discusses the importance of internal mobility strategies within organizations, providing insights on policies, programs, and ownership of internal mobility. It reveals that a significant portion of respondents advertise roles internally and externally simultaneously, with only a minority prioritizing internal postings. Recommendations include creating a culture of internal mobility, gaining leadership support, and implementing targeted initiatives to encourage talent development and retention.

1. Internal Mobility
Key Insights

2. The Questions…
1. Do you have an internal mobility strategy? If yes, please elaborate
2. Do you have an internal mobility policy? If yes, please share an overview
3. Do you have an internal mobility program in place? If yes, please share the
details
4. Who owns internal mobility within your organisation?
5. What is your percentage ratio of internal to external hires?
6. What is your internal process for advertising roles?
7. Do you advertise roles internally before going externally or at the same time?
8. How does your ATS support the internal recruitment process?
9. Does your recruitment process differ for internal candidates?
10.Do you have any targets set for internal mobility?
11.How supportive is the business of your approach to internal mobility, ie. do Line
Managers fear losing talent and block moves?
12.Does your approach differ globally to locally?
13.What initiatives have you run to drive a culture of internal mobility?

3. Todays focus…
1. Do you have an internal mobility strategy? If yes, please elaborate
2. Do you have an internal mobility policy? If yes, please share an overview
3. Do you have an internal mobility program in place? If yes, please share the
details
4. Who owns internal mobility within your organisation?
5. What is your percentage ratio of internal to external hires?
6. What is your internal process for advertising roles?
7. Do you advertise roles internally before going externally or at the same time?
8. How does your ATS support the internal recruitment process?
9. Does your recruitment process differ for internal candidates?
10.Do you have any targets set for internal mobility?
11.How supportive is the business of your approach to internal mobility, ie. do Line
Managers fear losing talent and block moves?
12.Does your approach differ globally to locally?
13.What initiatives have you run to drive a culture of internal mobility?

4. Insight Findings
4
1. Do you have
an internal
mobility
strategy?
2. Do you have
an internal
mobility
policy?
32% 26%16%
of respondents
claim to have an
internal mobility
strategy
of respondents
claim to have an
internal mobility
policyof respondents
claim to have both

5. What is your ratio of external
to internal hires?

6. Please Open
Mentimeter

7. Average Ratio – External/ Internal hires
7
.
70/30

8. How do you advertise roles?

9. Please Open
Mentimeter

10. Insight Findings
10
70% of respondents stated that roles are advertised internally and externally at
the same time.
Less than 10% of all survey respondents say roles are advertised internally first
70%
11%
19%
At the same time
Internally first
Other

11. How does your recruitment
process differ for internal
candidates?

12. Please Open
Mentimeter

13. Does your recruitment process differ for
internal candidates?
13
• There may be a specific application form or a reduced version of the standard
application form as the company will already hold information on the employee
• All internal applicants are guaranteed an interview and often fewer interviews,
skipping straight to second interview stage
• It’s worth noting that in at least one instance this is described as ‘less thorough’
and therefore not always viewed as a positive
• Internal performance reviews may be used as a reference
• Internal applicants are encouraged to speak to their own line manager first and
also to the hiring manager to discuss the role and associated accountabilities

14. Do you have any targets set for
internal mobility?

15. Please Open
Mentimeter

16. Ideas for encouraging internal mobility
16
Less than 10% answered ‘yes’
Erickson and Moulton report suggests a three dimensional approach to internal
mobility
1. Create a culture of
internal mobility
2. Gain leadership
support
3. Re-imagine HR
• Tell the stories of those
who have climbed the
career ladder
• Help build capabilities
and new experiences
• Set hiring targets for
internal candidates
• Link mgt. compensation to
ensuring workers are
trained and building the
skills to merit promotion
• Identify qualities required
& in turn identify /prepare
internal candidates
• Ask employees their
ambitions to help satisfy
aspirations
• 3 out of 4 leading TA
teams tap into internal
talent pools, and they
are 5 times more likely
to have a strategic
approach to internal
mobility
• Compares with just 1 in
10 low performing
teams
(Measured by Bersin’s
2018 TA industry study)

17. What initiatives have you run
to drive a culture of internal
mobility?

18. What initiatives have you run to drive a
culture of internal mobility?
18
• Grow our own programme
• Quarterly Talent review sessions
• Internal careers and development portal
• Internal comms openly advertising roles
• In-house academy supporting those who want to progress
• Functional career pathways
• Sharing success stories
• Talent development toolkit

19. Any Questions?
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