The current labor economy remains uncertain, leading many organizations to take a more conservative hiring approach. This may include limiting the creation of new positions, freezing hiring altogether, or even reducing the workforce. 

But, there’s another option: internal mobility. Instead of looking externally for talent, the most successful organizations are breaking the mold and developing programs that help talent grow from within. 

An effective internal mobility strategy does more than move people into new roles; it unlocks value across the entire organization. From improving retention to future-proofing your workforce, internal mobility offers a measurable impact at every stage of the talent lifecycle.

Despite the benefits, only 33% of organizations have a formal internal mobility program. Read on to discover why internal mobility is good for business. 

Why internal mobility should be central to your talent strategy (backed by data)

Here are data-backed reasons why internal mobility should be a cornerstone of your talent strategy:

1. Boosts retention

According to LinkedIn, employees at organizations with high internal mobility stay nearly twice as long (5.4 years vs. 2.9 years) as those with low mobility. Better yet, it applies to both promotions and lateral moves. Josh Bersin reports that promoted employees are 70% more likely to stay long term, and 62% of employees who make lateral moves experience high retention rates with the company.

2. Fills roles faster and more cost-effectively

Internal recruitment can reduce recruitment time by up to 20 days, according to Josh Bersin. Bersin also reports that hiring externally can cost three to five times more, with all financial, time, and costs factored in. Additionally, Gallup reports that it takes forty to two hundred percent of an employee’s salary to backfill the position. 

3. Improves employee engagement

Organizations with high internal mobility saw 17% greater learner engagement, measured as the average number of hours spent developing skills on LinkedIn Learning. Gartner also reports that 46% of employees feel supported in their career growth with their current organization – internal mobility will only increase and strengthen that number. 

4. Builds a future-ready workforce

According to Deloitte’s 2024 Global Human Capital Trends Report, three of four companies with strong internal mobility programs are better equipped to handle change and close skills gaps. ADP Research notes that 24% of the global workforce believes they have the skills necessary to advance their careers (likely linked to only 33% of organizations having internal mobility programs).

5. Strengthens your employer brand

LinkedIn says candidates want to know they’ll have opportunities to grow, with sixty-seven percent saying visible career paths influence their decision to accept a job offer. It also reports that “companies known for promoting internal mobility often attract top talent who are looking for long-term career growth and stability.” This builds a positive employer reputation and gives your brand a competitive edge.

It’s time to strengthen your internal career site strategy 

An internal mobility career site isn’t just about filling roles from within — it’s about fueling long-term success. When employees see a future with your organization, they’re more likely to stay, grow, and contribute at a higher level.

But visibility is everything. If employees don’t know where they can go next, they won’t go anywhere — or worse, they’ll go elsewhere. That’s why a true internal mobility strategy needs more than what your ATS can offer.

A purpose-built internal career site creates the experience, clarity, and momentum your employees need to take the next step.

Discover how to bring your strategy to life in Grow From Within: A Practical Guide to Building and Launching an Internal Career Site.