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White Paper

Building Internal Talent Mobility: A New Business Imperative

Abstract

Organizations increasingly find they must search internally for hiring and upskilling, rather than recruiting talent externally. But external pools of talent will remain tight given underlying demographic shifts such as boomers retiring, less replenishment from younger generations, and reduced immigration. This makes the needs of understanding and developing internal pools of talent and to creating opportunities for mobility and upskilling especially urgent. This research from Executive Networks and University of Phoenix seeks to uncover the state of internal talent pools and their mobility within organizations. We surveyed 600 respondents across North America, including 300 HR leaders and 300 knowledge workers, from a sample containing a mix of industries, age generations, and company sizes. Our findings show that internal talent mobility is essential to the future success of the business. Developing a reliable pool of internal talent leads to increased employee retention, engagement, employee satisfaction, and agility. In fact, two-thirds of employees in our study agree that they would be more likely to stay at their company long-term if they experienced better opportunities for career advancement. At the same time, one-third of HR leaders say the biggest problem with hiring internally is that internal candidates do not meet the necessary qualifications. The clear implication is that there is much HR leaders need to do to address the development of existing employees. The report presents key findings and recommendations.

Building Internal Talent Mobility - A New Business Imperative

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Authors

Jeanne Meister is Executive Vice President, Executive Networks, the leading HR Peer Network company for Global 1000 organizations. Jeanne is a regular contributor to Forbes and Harvard Business Review and writes on topics related to the Future of Work and the Future of Human Resources. A best-selling author of three books on workforce issues, Jeanne has also been named 100 Most Influential People in HR, Top 100 HR Tech Influencers for 2019, 2020, 2021 and 2022, and Top 100 HR Influencers in 2022. Jeanne is the recipient of the Distinguished Contribution in Workplace Learning Award, given to one HR executive each year by Association for Talent Development (ATD).

Leo Goncalves is vice president of Workforce Solutions at University of Phoenix and leads all efforts within the Workforce Solutions Group and has been in this role. Leo has significant experience in developing and enhancing B2B relationships in professional services and growing accounts across industries. He understands the importance of working cross-functionally to find and connect with the right local and national partners. Leo has over twenty years of professional experience transforming business operations across the education, consumer goods, energy and manufacturing industries. Over the course of his career, Leo has specialized in conducting analysis and developing recommendations for strategic issues as well as managing complex deployment projects for large multinational organizations in both the private and public sectors. Leo has a Master of Business Administration and a Master of Arts in International Studies from the University of Pennsylvania, and a Bachelor of Science in Computer Science from the Universidade Federal De Minas Gerais in Brazil.