Stop overlooking the talent sitting right in front of you.
Hiring externally is often the default strategy when teams expand or roles open up. But what if the best candidate isn’t on a job board or being courted by a recruiter—but already works for you?
Internal mobility—the practice of filling roles by promoting or laterally moving current employees—may be one of the most overlooked yet effective tools in your hiring strategy. It’s faster, more cost-efficient, and leads to stronger retention. In a competitive talent market, it could be your greatest untapped advantage.
Here’s why internal mobility should be at the heart of smarter hiring—and how to make it work.
1. Internal Hires Ramp Up Faster (and Stay Longer)
Familiarity with internal systems, culture, and team dynamics gives internal candidates a significant head start. They can often step into new roles with minimal disruption and far less onboarding than external hires.
According to LinkedIn’s 2023 Global Talent Trends report, internal hires are 61 percent more likely to be rated as “high-performing” in their first year than external hires. They’re also more loyal—employees at companies with strong internal mobility programs stay nearly twice as long as those without.
2. It’s More Cost-Effective Than External Hiring
External hiring comes with real costs: job ads, recruiting fees, lost productivity, and onboarding time.
SHRM reports that the average cost-per-hire exceeds $4,700—and that number climbs significantly for more senior roles. Promoting or laterally moving an internal candidate avoids much of that expense while boosting engagement in the process.
What you save:
- Time sourcing, screening, and onboarding
- Money on advertising and external recruiters
- Gaps in productivity due to longer ramp-up periods
Just as importantly, internal mobility boosts morale. When employees see growth opportunities, they’re more likely to stay engaged and loyal.
3. You Build a Culture of Growth and Loyalty
Employees don’t just want a job—they want a future. A 2023 McKinsey report found that a lack of career development is among the top three reasons people leave their jobs.
A visible internal mobility strategy tells your workforce, “We invest in your growth here.” That builds loyalty, strengthens your culture, and reduces regrettable turnover.
Example: Salesforce launched an internal career marketplace that makes lateral and vertical opportunities more visible. Since implementing it, the company has seen increases in internal hiring rates and employee satisfaction.
4. You Already Know Their Strengths (and Gaps)
With internal candidates, you don’t need to guess at performance. You’ve already seen their work, received manager feedback, and have access to detailed performance data.
This gives you a clearer, more reliable picture than you’ll get from an interview or resume alone. It also allows for more accurate planning around what skills they’ll need to develop in their next role—and how to support them.
Tip: Build out employee profiles in your HRIS or ATS that capture interests, skills, career goals, and development milestones. It makes internal hiring more proactive and strategic.
5. It Supports a More Inclusive Hiring Strategy
External hiring often unintentionally excludes qualified candidates—especially those from underrepresented backgrounds—due to resume gaps, non-traditional experience, or bias in the screening process.
Internal mobility allows you to focus on performance and potential, not just pedigree. But to do this well, your internal mobility program needs to be structured, visible, and fair.
Key actions:
- Ensure all employees can see internal job postings
- Provide mentorship and development resources equitably
- Track who is being promoted—and who isn’t—to identify and close opportunity gaps
How to Make Internal Mobility Work
Internal mobility isn’t automatic—it requires intentional effort and clear infrastructure. Here’s how to start building a strong internal mobility strategy:
- Make internal job postings visible and easy to access
- Encourage managers to identify and nurture future leaders
- Offer learning stipends, upskilling programs, and mentorship
- Use internal talent marketplaces or career-pathing platforms
- Recognize and celebrate internal promotions to reinforce the culture
Final Thought
Hiring smarter sometimes means looking inward before you look outward.
Internal mobility isn’t just a nice-to-have—it’s a strategic advantage. It helps you retain top talent, reduce hiring costs, and build a resilient workforce that grows with you. By investing in the people who are already aligned with your mission, you strengthen both your team and your employer brand.
