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Organizations increasingly leverage internal mobility as a key component of their talent strategy to drive business goals. As various internal mobility strategies are implemented, measuring their impact is essential to maximize return on investment. My cheat sheet offers nine example metrics to help organizations assess different aspects of internal mobility. Each metric includes a definition, its significance, and a sample practice tied to the metric. For example, the “Time-to-Fill for Internals” metric measures the average time to fill a position with an internal candidate compared to external hiring. This metric is important because it reflects the efficiency of internal hiring, with faster internal processes reducing productivity gaps, minimizing disruption, and showcasing the organization’s ability to mobilize talent quickly. A sample practice to improve effectiveness in this area is to streamline the application process for internal candidates 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 the effectiveness of internal mobility within their organization.
