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Metric 03
Internal Mobility
How many roles are filled from inside, and where are we losing people to the outside instead?
Primary buyer: Head of Talent
Example scope
- One definition of internal fill rate, by level and function
- Time to move: application to start date
- Skills match between open roles and internal candidates
- Manager behaviour: who blocks internal moves
Deliverables
EXAMPLE STRUCTURE- One internal fill-rate dashboard
- Skills gap map for the three biggest functions
- Target and owner per function
Timeline
Three steps. A clear question gives a clear delivery.
01
Define
Week 1
Agree the metric and the source of open roles.
02
Map
Week 2
Match skills data against open requisitions.
03
Ship
Week 3
Live fill-rate dashboard, targets by function.
The evidence
We measure what already exists before we propose anything new.
Analysis
Governance
Skills data is visible to the employee and their manager. Aggregated views only above that level.
What comes next
A metric rarely stands alone. The natural next step is Adoption, or the first agent.
Next step
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Method, scope, and sources, published in full.
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How the dashboard becomes agents, alerts, and action in production.