Skip to Main Content Skip to bottom Skip to Chat, Email, Text

White Paper

Building Internal Talent Mobility: A New Business Imperative


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

Building Internal Talent Mobility - A New Business Imperative


Jeanne Meister photo

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 photo

Leo Goncalves is an experienced strategist with a remarkable ability to drive growth and organizational transformation through aligned strategies and technology-enabled initiatives. With over 25 years of experience, he has built and enhanced organizational capabilities that delivered sustainable operational improvements. As the Vice President of the Workforce Solutions Group at the University of Phoenix, a position he has held since June 2019, Leo leads a national team focused on corporate, government, community college, and tribal segments. He is responsible for business development, customer success, sales operations, and product development. 

Leo holds a Master of Business Administration with a major in Finance from The Wharton School, University of Pennsylvania. He earned a Master of Arts in International Studies with a focus on Latin America from The Joseph H. Lauder Institute, University of Pennsylvania, and is fluent in Portuguese and Spanish.