Instead of constantly looking outside, smart companies in 2025 are acknowledging that the best decision is to give people within their companies a chance to grow.
The benefits?
Faster results, happier teams, and a serious competitive edge. We could say that internal mobility isn’t just a trend; it’s the future of work.
Hiring fresh and young talent might seem like the easiest way to inject new skills into your business, but unfortunately, it’s not always the smoothest ride. It might sound counterintuitive, but hiring new employees doesn’t necessarily mean that you will give your company a new, modern look.
The average US employer spends about $4,000 and 24 days to hire a new employee. External hiring can be expensive, time-consuming, and risky. Here’s why:
Now, let’s flip the script. What if, instead of hunting for talent, you grew your own? Upskilling employees makes businesses stronger. Here’s how:
First things first, start by analyzing which roles or skills gaps you have in your company. Could any of these be filled by existing employees?. If the answer is yes, then you should encourage managers to have career growth discussions with their teams to understand aspirations and potential.
A learning and positive work culture doesn’t just happen; it’s the result of a lot of time and resources spent. Make sure you are encouraging your employees to embrace never-ending learning through mentorship programs, training courses, and real-world project opportunities.
Be open to their proposals, and make sure to keep your word. There is nothing more demoralizing than realizing your boss does not keep their promises.
Upskilling isn’t just as easy as educating an employee and waiting for them to deliver instant results. Upskilling is also about having the right tools to allow people within your company to truly grow.
Platforms like LinkedIn Learning, Coursera, and Udemy can help employees expand their skill sets at their own pace, and they are relatively cheap. You can also search for tools in your specific niche or industry.
This isn’t groundbreaking advice, but it’s worth repeating because so many companies still overlook it. Training and mentoring your existing employees is a bargain compared to the cost of hiring externally.
Upskilling makes internal transitions smoother, so employees can step into new roles faster and start making an impact right away. Plus, a strong development program isn’t just great for retention—it also makes your company a magnet for top talent on the outside.
Your current employees have something no outsider can bring to the table—deep knowledge of your company, its processes, and its clients. An external hire might take years to grasp the ins and outs of your business, only to realize at the end of the process that they do not like your company or that they want to shift careers.
Instead of always searching for the perfect skill set outside, why not build it in-house? With structured learning programs and clear career pathways, you can develop employees who bring both fresh skills and invaluable institutional knowledge.
For a real change, you should encourage hiring managers to look at internal talent before defaulting to external recruitment. If your company commits to filling a percentage of roles from within, it shifts the mindset from “Who can we bring in?” to “Who can we develop?”
This might be the most important advice and yet maybe the most obvious one. Make efforts to encourage your employees to not search for a new job and stay with you, especially the good ones. Sure, bonuses and perks help, but employees want more than just a paycheck. They want to see a future for themselves within your company.
Providing ongoing learning opportunities, clear career growth paths, and internal job mobility can do more to retain talent than any signing bonus. If your employees know they can grow where they are, they won’t feel the need to look elsewhere.
Companies could hesitate to promote internally because they worry about leaving a hole in one area while filling another. This is a perfectly understandable worry, but there is a simple solution for this: succession planning. When you actively develop internal talent for leadership roles, you’re not just solving today’s hiring needs, you’re also future-proofing your workforce.
Most managers know how to set goals, but they forget to track progress and celebrate the wins. Measure how often you’re promoting from within, how long it takes for internal hires to ramp up, and how much you’re saving compared to external recruitment.
Highlighting success stories can encourage managers to look inside the company before searching externally and inspire employees to pursue internal opportunities.
If you are planning to make internal mobility a real part of your company culture, leadership needs to be a priority. Managers play a huge role in shaping career opportunities, and they should be actively encouraging employees to grow within the organization. Employees should feel free to explore new roles internally without fear of backlash.
While learning and upskilling are critical, so is protecting your digital assets as a company. It doesn’t matter if you are a tech company or not; you probably have tons of sensitive information stored in the cloud.
One of the simplest ways to protect your data is by using a VPN across your teams. A VPN can keep your information safe from cyber threats. If you’re wondering how to download a VPN on a laptop, it’s usually as easy as visiting a VPN provider’s website, signing up, and installing the software.
In addition to a VPN, consider using other tools to improve your security. Invest some time in learning how password managers, multi-factor authentication, and anti-malware software work. These tools are usually affordable and could grant your business a great security system.
The true future of your company does not rely on who you can hire but rather on who is already working for you.
Internal Mobility is giving companies a smarter, faster, and more cost-effective way to build strong teams.
So, why look outside when the best talent might already be within? Time to rethink your strategy and embrace the people who are already helping you to have a business.
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