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As I continue to receive requests for internal mobility (IM) resources, here are two of my cheat sheets on aspects of IM.
- The first is an IM Diagnostic, which includes 20 statements across 10 key areas to help identify opportunities for enhancing internal mobility within organizations. For example, in the Transparency and Communication area, statements include “Internal job opportunities are widely and proactively communicated to all employees” and “Jobs are advertised internally before external recruitment.” Practitioners can review each statement and check boxes that accurately reflect their current organization, with unchecked boxes indicating potential areas for improvement.
- The second resource is a one-pager with nine example metrics on IM. Each metric provides a definition, highlights its importance, and offers a sample practice. Take the “Time-to-Fill for Internals” metric, which measures the average time to fill a position with an internal candidate compared to external hiring. This metric is crucial because faster internal hiring processes reduce productivity gaps, minimize disruption, and demonstrate an organization’s ability to mobilize talent quickly. A recommended practice is streamlining the internal application process by reducing approval requirements and shortening interview stages without compromising quality.
