Internal Mobility: Why It’s HR’s #1 Priority For 2025

Did you know that 90% of companies are concerned about employee retention? This is one of the recent facts from LinkedIn. It highlights one of the significant changes in the Human Resources (HR) world. The focus was on hiring new talent over a long period. This time, a new approach is of concern to HR leaders. They are focusing inside to get their next great teams. This is called internal mobility.

We will explain internal mobility to you. We will also share its many benefits. We will show you how to do it despite the challenges. We will also discuss the technology that can help you achieve success. Let's get started!

The 2025 HR Landscape

The business world has changed. The old model of continually searching for and finding new talent is no longer effective. Leaders in HR are now prioritizing the needs of their own employees. This is confirmed by the Society for Human Resource Management (SHRM) 2025 State of the Workplace report. 

According to it, learning and growth have become a priority. Hiring is being replaced by it. This is a big change. It means that companies are now focused on improving the skills of their current employees. They want to respond to the changing needs of the organization.

This new focus makes sense. The market is tough. It is challenging to find top talent, and even more difficult to retain them. It is especially true for the employees who want to grow. Another key fact shows this. 

A Betterworks report found that 75% of workers would like to grow within their current organization. But only 48 percent of them have a clear career path. 

This is a big gap. It presents a significant opportunity for HR to address the issue.

Why Internal Mobility Outranks External Hiring

Internal mobility is a smart move. It offers many benefits. It is cheaper and faster. It also improves morale and interest. By hiring internally, you avoid incurring significant expenses. You save on hiring costs and ads. You also save a lot of time. The inside candidates already know your culture. They know your processes. They can get started very fast.

Moves also preserve valuable knowledge that is essential to your company. You still have strong skills and experience. This is important to business continuity and the internal mobility HR system. It also strengthens your company culture. Employees become more engaged when they have a sense of growth and development. They are more loyal. There are more chances that they will stay with your company for a long time. They become strong supporters of your brand.

Key Challenges HR Must Overcome

Although internal mobility is a great idea, it has its problems.

1) Managers are often against the idea. They will not want to lose their best employees. They are worried about the performance of their team. They are focused on their own goals. This is a common problem. It needs a culture shift. We should help managers see internal mobility as a win for all.

2) Visibility is also another problem. Most companies lack a clear understanding of their employees' skills. They do not know who has the right abilities for a new position. This makes it hard to match people to opportunities.

3) In addition, skill gaps may be an issue. Employees may want a new role. They might lack the right skills. Without proper learning and growth programs, they remain stuck.

4) Lastly, outdated Human Resources (HR) technology may exacerbate the problem. The old systems are not connected. This makes internal promotions harder compared to hiring outside.

Enablers Of A Strong Internal Mobility Strategy

An effective internal mobility strategy requires two key elements. It needs proper learning and growth. It should also have smart technology.

First, we will discuss learning. Upskilling and reskilling are important. You have to help your workers get new skills. Small learning, mentorship, and certifications can be used to do this. A Learning Management System (LMS) would help. A Learning Management System (LMS) keeps all your courses in one place. A Learning Management System (LMS) also tracks employee growth.

Then, there is a significant role for technology. The talent marketplace that is run by Artificial Intelligence (AI) is a game-changer. The sites match skills with open positions. They do it automatically. Tools like Dash can cut the time spent finding candidates in half. They become a part of your already existing systems. These tools provide managers with real-time insights into employee skills. This data powers a successful internal mobility program.

Building An Internal Mobility Program

It may seem hard to build a program. But there is a clear outline. Begin by checking your skill and position. You must know what you have and what you want. Next, create clear rules for how the program works so that your employees can understand it. Gather all possible chances. You can use a job board or an Artificial Intelligence (AI) platform. Ensure that employees can easily apply.

Communication is key. Your program has to be shared. Use success stories or newsletters. Talk about the growth of other employees. Lastly, you must evaluate the success of your program. Track such measures as retention rates and internal applications. Use this information to continually improve your program over time. This outline will help you build a strong long-term program.

Lessons From Industry Leaders

Internal mobility is being done well by many companies. The Upskilling 2025 program, offered by Amazon, is a good example. It's a big investment. It helps employees acquire new skills in high-demand jobs. The result of this program has been very good. Seventy-five percent of those in the program have grown their careers.

NBCUniversal, another company, built a special career site. It helps employee career growth as they get jobs within the company. It makes the process simple.

There is also a multi-layered learning system at Hitachi. It helps employees to grow their talents. It guides them in their future roles. These examples demonstrate that investing in your people is worthwhile. It results in better outcomes for all. The examples of these companies show that the ability to be internally mobile is one of the keys to success.

The Future: AI-Driven, Skills-First Workforces

The future of work is here. 

Career paths will never be straight lines. They will be more flexible. 

Employees will be reassigned between projects and teams. They will not simply go up the ladder. 

The learning process will become very personal. Artificial Intelligence (AI) will power this. 

Artificial Intelligence (AI) will suggest the skills needed by the employees. Artificial Intelligence (AI) will help them get those skills on the spot.

Skill mapping will also become a regular thing. The skills the companies have will always be known. They will be aware of the skills needed. This will make them remain competitive. 

Websites with real-time skills information will be important. They will help in building an internal pipeline of talent. They will make companies ready for everything. The future is about skills.

Conclusion

Internal mobility is not just a trend; it's a fundamental shift. It is a new way of working. It's an important rule. Companies that invest in their employees will thrive. They will focus on learning, skill tracking, and smart technology. They will stay competitive even in 2025. It is all about using the strength of your current team. It is about building a strong, flexible workforce.

Are you ready to use the strength of your team? Book a demo with Lanteria. See our Human Resources (HR) solution driving internal mobility.

FAQs

What Is Internal Mobility?

It is the movement of employees to different jobs, departments, or teams within the same company.

What Is The Benefit Of Internal Mobility On Retention?

Employees see a future at the company. This saves on employee leaving and hiring costs.

What Is The Role Of Artificial Intelligence (AI) In Internal Mobility?

Artificial Intelligence (AI) tools match job seekers with open positions. They also guess future skill needs. This makes hiring inside the company faster.

How Can Lanteria Help?

Lanteria Human Resources (HR) combines learning, performance, and core Human Resources (HR) functions. It gives managers a clear view of employee skills. It also gives employees easy access to internal channels.

Book a demo today at Lanteria - Experience the best HR management system.