Internal mobility starts with seeing potential

Internal mobility is moving employees into new roles inside the organization: promotions, lateral moves, secondments and reskilling into different work. It keeps knowledge in the business and, when the right person moves, costs less than an external hire. See how it fits talent mobility.

Internal recruitment fills a role from people you already employ; external recruitment goes to market. The assessment should not change between them. Using the same evidence for both means an internal candidate is judged as fairly as an outside one, and the comparison is like for like. 

Usually, for a specific move. Where an earlier assessment was set up to look at potential, succession or mobility, it can be read for the move. If it was a hiring assessment for a different role, plan on a fresh completion against the new role’s profile. 

Talent redeployment moves people from roles that are shrinking or changing into roles the business needs, often during restructuring or technology change. It depends on knowing who could do the new work, which is a question about potential. For the plan-level view, see workforce planning. 

No. We do not run an internal jobs board or talent marketplace. We supply the evidence behind each internal move, whichever process you use to advertise roles. To find people with potential before a role opens, see high-potential talent. 

Yes. Assessed people can be held ready for roles you fill often through talent pooling. Talk to us about how that would work for your roles.