Talent mobility ensures the right people with the right skills are in the right place at the right time. Organizations are not static, and their employees should not be either.

Talent mobility includes promotions, lateral transfers, major shifts in job responsibilities and employee departures. While change can be difficult, especially when forced upon someone, mobility is an opportunity and a chance to try something new.

Employment resources for individuals with a criminal background are focused on workforce readiness and talent acquisition, as this talent population is still facing difficulty gaining entrance into the workforce. Yet, as cultures become more inclusive and acquisition opens, employers will need to focus on talent development and mobility to ensure they can support and retain this valuable talent force.

Free, High-Quality Resources

Michelle Cirocco, Chief Social Responsibility Officer at Televerde, discusses (via podcast) her path from working at the call center during her incarceration to being a member of the organization’s C-Suite.
Human Resource Systems Group: Engaging and retaining top talent is more important than ever before.
Forbes: Organizations should leverage and mobilize existing talent to remain competitive.
SHRM via Association for Talent Development: The often ignored or overlooked lateral move surfaced as a strategic development option.
SHRM: Employers have a better chance of retaining talent when they set a clear career path for employees, pay them competitively and invest in the workplace culture.
SHRM: HR leaders are finding many reasons to welcome ex-employees back into the fold.

Talent Mobility Tactics

Organizations and people are not static, and an employee’s roles and responsibilities should not be either. Talent mobility tactics include:


The advancement of an employee in an organizational structure, usually with a higher title and salary.

Lateral Transfer

A change of responsibilities within an organization, that may come with a different title but usually is within the same salary.

Temporary Change of Responsibilities

When an organization is in transition, there may be opportunities to be a member of a special projects team. Or, when an executive departs, junior staff may be asked to become an acting executive, allowing that person to accept a new temporary change of responsibilities at an extended organizational level.


An exit from a job may be a result of a decision by the organization, including a reduction in force, layoff, firing or furlough. An exit may also be a choice by the employee to leave the organization, whether for a new position in a different organization, an opportunity to attend school full-time or another personal choice.