Internal mobility: A strategic lever for retaining talent in 2025

According to a study by APEC (2023), 93% of companies report difficulties in recruiting. Faced with this tension in the job market, internal mobility appears to be a strategic solution for retaining talent and ensuring the sustainability of organizations. 

When implemented effectively, it enables companies to reduce recruitment costs, optimize talent management, and boost employee engagement.

But you still need to know how to effectively incorporate it into your HR strategy...

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What is internal mobility? 

Internal mobility refers to an employee’s career progression within their company without going through an external hiring process. It can take various forms: 

• Vertical mobility: promotion to a position with greater responsibilities. 
• Horizontal mobility: change of department or job, without any change in hierarchical position. 
• Geographic mobility: relocation to another city or country. 

Why is internal mobility essential in 2025? 

1. A response to the talent shortage

   
   

 With a tight labor market, external recruitment is becoming increasingly complex. Focusing on internal mobility allows companies to fully leverage the talent already present within the organization. 

2. A lever for employee retention

   
   

Offering opportunities for advancement boosts motivation and reduces turnover. 83% of employees say they would stay longer at their company if it offered more internal career opportunities (LinkedIn, 2022). 

3. Reduced recruitment costs and timeframes

   
   

External recruitment can cost up to 50% more than internal promotion, not to mention the time it takes for the new employee to settle in (Transitions Pro Grand Est, 2023). 

The challenges of internal mobility 

While it offers many advantages, internal mobility also presents obstacles: 

• Lack of visibility of opportunities: employees are not always informed of internal job openings. 
• Managers' reluctance: some fear losing their best talent to other departments. 
• The need for support: a successful internal transition requires HR monitoring and appropriate training. 

How to succeed with your internal mobility strategy? 

1. Developing a culture of mobility

   
   

Companies must foster a culture where internal mobility is valued and seen as a lever for advancement, rather than a risk. 

2. Relying on powerful digital tools

   
   

HR platforms, such as quarksUp, make it possible to centralize internal opportunities, identify employee skills, and streamline the mobility process. 

3. Supporting employees in their transition

   
   

Offering mentoring, training, and personalized support facilitates integration into a new position and ensures effective skills development. 

→ Find mobility management software for your business.

quarksUp: an innovative solution to facilitate internal mobility 

To maximize the impact of internal mobility, companies can rely on solutions such as quarksUp. We enable you to: 

• Identify and promote internal mobility opportunities in a transparent manner. 
• Map employee skills to identify the best matches. 
• Set up personalized training programs to facilitate transitions. 

With a tool like quarksUp, internal mobility becomes a structured and optimized process, benefiting both employees and companies. 

In 2025, internal mobility will be an essential lever for retaining talent and adapting companies to changes in the labor market. By adopting a proactive approach and using dedicated tools such as quarksUp, companies can transform this challenge into a real driver of growth and innovation. 

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