If you find value in content like this, sign up for my Talent Edge Weekly newsletter.
As organizations continue to invest in internal mobility (IM), measuring the impact of these efforts is essential for maximizing return on investment. My PDF includes nine example metrics to help organizations assess various aspects of IM. Each metric provides a definition, offers a headline on why it is important, and provides a sample practice tied to it. For instance, the “Time-to-Fill for Internals” metric measures the average time to fill a position with an internal candidate compared to external hiring. This is important because faster internal hiring processes reduce productivity gaps, minimize disruption, and showcase the organization’s ability to mobilize talent quickly. A sample practice to enhance effectiveness is streamlining the internal application process by reducing approval requirements and shortening interview stages without sacrificing quality. HR professionals and business leaders can use this list of nine metrics as a starting point, adapting or expanding it to create new metrics that best measure internal mobility effectiveness within their organization. The last page of the PDF includes space to identify the metrics (whether from this list or new ones) that you want to track as part of your efforts.
