Jobs & Talent · Source published 12 February 2025
Research signal
LinkedIn’s 2025 learning research connected career support and internal mobility with the broader talent-development agenda.
Source: LinkedIn — Workplace Learning Report 2025 · 12 February 2025.
Event Systematic perspective
An internal talent pool needs more than a searchable list of job titles. Titles often hide transferable experience: a service coordinator may have strong analytical skills, while a technician may be an excellent trainer. Ask employees for examples of work they can show and responsibilities they would like to develop.
Managers also need a workable release process. If lending a capable employee to another team creates an unmanaged gap, internal mobility can stall despite positive intentions. Agree the duration, backfill arrangements and return expectations before the assignment begins. A transparent process makes mobility a business practice rather than a personal favour.
Put it into practice
- Capture skills through short evidence statements linked to completed work.
- Set clear expectations for manager response times and release decisions.
- Review whether employees from different functions, locations and working patterns can access the same opportunities.
Explore employer services, career development and the AI Academy. Discuss your workforce priorities with Event Systematic →
