State of Talent Mobility AMS 2025

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Talent Mobility

What is it?

Talent mobility refers to the movement of employees within an organization—whether through internal hiring, lateral moves, promotions, project-based work, reskilling for new roles, or redeployment.

Why is it important?

A strong talent mobility strategy enables businesses to adapt to change, optimize workforce potential, and retain top talent by providing clear career pathways and growth opportunities.


"Without reliable skills data, talent mobility remains an aspiration rather than a reality. Organizations need to move beyond outdated performance reviews and embrace a data-driven approach to truly unlock internal talent potential."

— Josh Bersin, Global HR Industry Analyst

 

Insights from our research:

  •  64% of talent professionals say talent mobility has a significant positive impact on business outcomes and retention.

  • Over 50% of respondents find it somewhat or very challenging to translate and measure skills using their current skills framework.

  • 87% said that data is important or critical in making mobility decisions.

  • Only 37% of those surveyed are investing in upskilling and reskilling programs to bridge critical skills gaps and address talent shortages.

  • 33% said leaders prioritize recruiting externally rather than nurturing existing employees.

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Explore the key challenges and emerging trends shaping talent mobility for HR and talent leaders.

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What's Inside the Report

Mobilize Critical Talent, When You Need It

Many organizations miss out on the benefits of internal hiring: significantly quicker time-to-hire, lower cost and higher retention. Being able to view and map skills across the workforce will enable organizations to activate talent quickly for targeted results. Did you know only about 25% of roles are filled with internal talent worldwide? 33% of survey respondents said leaders prioritize recruiting externally rather than nurturing existing employees.

Not All Data is Created Equal

87% of those surveyed said that data is important or critical in making mobility decisions. But not all types of talent data have equal value. It’s important to develop or acquire a research-driven comprehensive yet focused model of people data to draw insights.

Building a Skills-Based Organization

The move towards skills is a journey, and that journey will look different for every organization.

Over 50% of respondents find it somewhat or very challenging to translate and measure skills using their current skills framework. Building a successful skills-based approach requires robust scientific foundations. It’s critical to find a consistent way to describe, map, and measure skills.

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State of Talent Mobility AMS 2025

Access the full report to uncover the 6 key trends and challenges HR and talent leaders need to know about talent mobility.

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