Summary of Why Internal Mobility Needs to Be Part of Your Talent Strategy

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Business leaders are increasingly recognizing the value of internal hiring and its benefits for agility, resilience, growth and other measures of business success. Meanwhile, employees appreciate the professional development that comes with internal job movement. This helpful article on LinkedIn’s Talent Blog – addressed to recruiters but of interest to leaders as well – makes the case for internal hiring, outlines the essential components of internal mobility programs and lists common obstacles to implementations. 

About the Author

Bruce M. Anderson is lead writer for LinkedIn’s Talent Blog. He lives in San Francisco.



Internal mobility has become imperative – and will likely remain valuable after the pandemic crisis has passed.

A shift toward teams and projects in a more dynamic workplace along with a new openness to alternative work arrangements drive interest in internal mobility. The tight talent market prior to the pandemic crisis had already forced many managers to embrace internal mobility to fill critical roles, but pandemic-induced hiring freezes have reinforced that trend. 

Internal mobility also interests companies implementing agile ways of working: As leaders reconsider assumptions about how work gets done, many are moving toward a dynamic mix of work arrangements – what consulting company Accenture has called the “liquid workforce.” 

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