INTERNAL TALENT MOBILITY
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EXHIBIT 1
Top talent priorities in 2023
Source: Everest Group Key Issues 2023
Upskilling the existing talent pool
Focusing on culture and
employee experiences
Recruiting more aggressively
Adopting alternative talent models,
e.g., contingent and gig workforce
Leveraging digital technologies for
talent management
Internal talent mobility – a promising solution
In response to the ever-changing business landscape, organizations should focus on creating a
sustainable workforce model through internal talent mobility (or internal mobility), which is not an
entirely new concept but one that is undergoing significant evolution.
⚫ Its scope has evolved drastically to include movement in terms of skills, visibility, opportunities, and
career growth
⚫ There are many approaches to implementing internal mobility, ranging from unstructured, ad hoc
internal job postings to full-fledged, systematized programs with company-wide adoption
⚫ It can be role or project based, involve vertical or lateral movement, or include transfers and global
mobility. Internal mobility today involves a skills-based evaluation of capabilities as opposed to
traditional methods of role-based hiring
⚫ Stakeholders such as HR, people managers, and business leaders are all impacted positively
⚫ The benefits are more holistic – it improves employee engagement and the employer brand,
enhances diversity across the workforce, and develops resilience in times of crisis
Exhibit 2 shows how internal talent mobility creates value for organizations.
