Internal Recruitment Practices & Internal Talent Mobility

Internal recruitment, career development, and upskilling are all absolutely in demand right now. People are willing to learn more within their current organization and even their current role. People are actively looking to grow and develop and are seeking opportunities to move forward in their careers.

TAs explained in our Best Practice Guide to Internal Talent Mobility, "Driven employees want transparency into opportunities to learn new skills, take on different assignments, shadow on projects, find mentors and volunteer opportunities, and work with different teams and managers -- looking internally for personal growth journeys and new challenges."1

Here is what we know about why internal talent mobility is high on the agenda for organizations everywhere. 55% of employees said they are likely to look for a new job in the next 12 months,2 with social networks being the #1 source of hires, followed by job boards.3 And only 29% of HR leaders said employees were exploring career paths internally.

50% of employees said it is easier to find a new job outside their organization than inside. Plus, less than 33% of organizations have the technology to see their talent, despite over 75% having strategic priorities to improve their internal talent mobility initiatives.

The business benefits of internal recruitment and talent mobility are incredible. Internal hires cost half as much, take half the time to onboard, and are typically promoted faster. Plus, they have increased engagement and productivity and are far less likely to leave. On the other hand, external hires are 61% more likely to be fired, are paid up to 20% more, and take almost 2x longer to onboard. Not to mention they cost well over 2x as much as internal hires to recruit.