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This latest LinkedIn global talent trends report explores labor-market trends and their implications for candidates, employees, and the workplace. The trends are organized into four areas: 1) Hiring, 2) Internal Mobility, 3) Employee Values, and 4) Employee Growth. One finding is that while hiring has slowed down in many organizations, internal mobility is trending upward across 16 of 19 global industries (via promotions and internal role transfers). People leaders are benefiting the most from internal mobility as they are twice as likely to move internally as individual contributors. Generation X also experiences the highest internal mobility rate, followed by Millennials and Generation Z. Baby Boomers are the least likely to move internally. Despite the overall uptick in internal mobility, many employees prioritize external job opportunities over internal moves. Among the possible reasons employees are less inclined to consider an internal move as a career option are: a) external job openings are often easier to find, b) external jobs often provide bigger pay increases, c) employees can often get discouraged by cumbersome internal-hiring processes, and d) it can be hard for employees to show that they have transferable skills to other internal opportunities. As organizations find ways to overcome these and other barriers to internal mobility, I am resharing this post, where I curated 9 articles on different aspects of internal mobility—from developing an internal talent marketplace to policies and practices that detract from internal mobility.
