Internal mobility process: practical guide for its implementation in 2025

La internal mobility is essential in human resources management, facilitating the change of function, status or service of employees within their organization. It includes recruitment, promotion, retraining, transfer,mainstreaming direct, change of assignment and secondment. It is an effective way to meet the growing demand for flexibility and adaptability in the professional world.

Offering significant benefits for employees and the business, internal mobility strengthens the ability to retain talent, decreases the costs associated with external recruitment, and improves business performance. In addition, according to a LinkedIn study, mobile employees have a greater chance of staying with the company in the long term, with 57% of them still present after three years, which illustrates a new paradigm in the human resources business.

Faced with the growing importance of talent retention, 90% of HR managers in 2024 (iCIMS) see internal mobility as a priority, focusing on skills development and the creation of attractive career paths. This article provides a guide to developing an effective internal mobility process.

1 - Building the foundations of an internal mobility process in 2025

1.1 - Assess the company's skills needs

The first step towards a process of successful internal mobility consists in precisely identifying the company's skills needs. This requires a careful assessment of the current and future skills of employees, as well as a clear identification of the skills needed for each position and mission within the organization. The key tool for this assessment is competency mapping, which identifies the knowledge, technical skills, and attitudes of employees.

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This analysis makes it possible to identify the strengths and weaknesses of employees, and to determine if training or skills development are required. It must be part of the Job Management and Professional Pathways (GEPP), aimed at forecasting and organizing the evolution of positions, missions and skills in order to meet the future needs of the company. In line with strategic objectives, talent can evolve into different types of positions, whether vertical or horizontal mobility, thus allowing a better match between the profile of employees and the requirements of the company.

1.2 - Define policies and procedures

Establishing clear policies and procedures is essential for the success of an internal mobility process.

It is important to draw up an internal mobility charter that specifies the rules, criteria and procedures for transfers, promotions and job changes. This charter should be shared with all employees in order to ensure total transparency and fairness.

Internal mobility policies should also include annual and professional interviews, which are ideal times to discuss the career aspirations of employees and their training needs. These discussions facilitate the identification of internal mobility opportunities and make it possible to plan career paths in a personalized way. By taking into account the wishes and aspirations of employees, the company will also be able to better meet their expectations and promote their development.

1.3 - Integrate the technology adapted to the monitoring and management of the process

The adoption of appropriate technologies is essential to optimize and monitor the internal mobility process.

Human resource management software, which specializes in skills assessment and internal mobility management, helps track employee competencies, organize training, and manage interviews. These tools offer an up-to-date competency framework and mapping, facilitate the conduct of annual and professional interviews, and ensure effective management of continuing education.

In addition, these platforms make it possible to analyze results, adjust skills development plans, and provide regular feedback, helping to improve employee satisfaction and engagement. With these technologies, businesses can make their internal mobility process more dynamic, continuous, and aligned with their strategic goals.

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2 - Engaging stakeholders in the mobility process

2.1 - Role of managers and training on internal mobility

The active engagement of managers is essential for the success of internal mobility. However, they may be hesitant to encourage internal movements, for fear of losing key team members and facing a temporary increased workload.

To overcome these reticences, training and involvement in the internal mobility process are essential.

It is important to make managers aware of the benefits of internal mobility, such as retaining talent, increasing employee engagement, and decreasing recruitment costs external. Dedicated training courses can teach them how to detect mobility opportunities, how to support employees in their transition, and how to effectively manage these changes.

It is also necessary to improve the visibility of vacancies and available skills so that managers can adapt quickly to the needs of internal recruitment. This can be done through workshops, information sessions, and communication tools that highlight internal mobility opportunities and their benefits.

2.2 - Transparent and regular communication with employees

Open and regular communication is essential to motivate employees to participate in the internal mobility process.

It is essential to promote mobility opportunities in a systematic way, using channels that are accessible to everyone, such as Slack, corporate blogs, or specific events. The internal mobility policy must be transparent, via a charter that explains the rules, conditions, and procedures. This charter should be easily accessible to all employees in order to ensure fairness and avoid arbitrary decisions. Annual and professional interviews should include discussions about mobility, allowing employees to express their career ambitions and training needs.

This makes it easier to identify internal mobility opportunities and to plan careers appropriately.

2.3 - Involvement of human resources

The proactive involvement of human resources (HR) is essential to orchestrate and simplify the internal mobility process. HR must play a key role in managing mobility, by organizing mobility interviews, by verifying the prerequisites for positions, and by taking care of the necessary administrative procedures.

HR must also facilitate a smooth transition by ensuring knowledge transfer and organizing effective job transfers. They must follow the evolution of employees after their mobility, ensure that everything is running smoothly and intervene if necessary.

In addition, HR must participate in the development and application of the internal mobility policy, by developing communication plans and by engaging internal and external stakeholders. This includes identifying stakeholders, assessing their interests and influence, and implementing an effective engagement strategy.

3 - Optimization and monitoring of the process

3.1 - Implementation of key performance indicators (KPIs)

For the effective management of the internal mobility process, it is essential to establish and monitor performance indicators keys (KPIs). These KPIs, aligned with the company's strategic goals, make it possible to assess the success of the internal mobility process.

KPIs may include the number of internal applications, the satisfaction rate of employees who have changed positions, the time elapsed between the publication of the offer and the occupation of the position, the failure rate after mobility, and the Retention rate employees after internal mobility. The analysis of these indicators helps to identify obstacles and opportunities for improvement, thus ensuring the effectiveness and adaptability of the process to business needs.

3.2 - Feedback collection and continuous adjustments

Gathering feedback is essential for the evolution and improvement of the internal mobility process.

It is important to gather the opinions and experiences of employees who participated in internal mobility, as well as those of the managers and teams concerned. Follow-up interviews, satisfaction surveys, and regular feedback meetings are critical in identifying successes and areas for improvement.

Constructive feedback helps keep employees engaged and motivated, including those not selected for a position. By integrating this feedback into the process, companies can continuously adjust their internal mobility strategies to better meet the expectations and needs of their employees.

3.3 - Long-term success measures

Assessing the success of the internal mobility process over the long term is essential to ensure its sustainability and positive impact on the business. This includes monitoring the careers of employees over a long period of time and analyzing the results obtained.

Indicators such as the retention rate of employees who have benefited from internal mobility, the evolution of their job satisfaction, and their contribution to company performance should be taken into account. The effect of internal mobility on corporate culture and employer brand image must also be evaluated to ensure that the objectives of Loyalty and talent development.

By measuring these long-term successes, businesses can confirm the effectiveness of their internal mobility process and make the necessary adjustments to continue to value and develop their internal talents.

To remember

In summary, internal mobility is proving to be an essential strategic lever for companies that aspire to retain their talent, reduce the departure rate and boost their overall performance. It creates rewarding career development paths, which increases the well-being and involvement of employees.

With 87% of organizations (My RH LINE) recognizing the strategic importance of internal mobility, it is becoming imperative to establish a solid base, to actively involve the actors concerned, and to measure and improve the process on an ongoing basis. The adoption of a charter specific to internal mobility, the use of tools dedicated to human resources management, and the regular conduct of satisfaction surveys are essential to ensure optimal transparency and efficiency of the process. By promoting internal mobility, companies can reduce recruitment costs, increase productivity, and improve their employer brand.

It is advisable not to delay in integrating internal mobility into your human resources strategies in order to take advantage of these benefits and to guarantee a sustainable and prosperous future for your organization. It is a new way of achieving the ambition to recruit and retain employees, while adapting to the challenges of a constantly evolving professional environment.