Korn Ferry Executive Survey: One-Third Say Employees Need to Keep Intent to Apply for another Job within Their Companies a Secret


Vast Majority Say Internal Mobility Programs are Critical to Attraction and Retention, Yet Only One-Third have Such Programs

Los Angeles, Nov. 3, 2015Korn Ferry, a Korn Ferry company (NYSE: KFY) specializing in high-impact talent solutions, today revealed results of an executive survey on internal mobility programs.

Of the more than 1,000 executive responses, 87 percent said that having a strong internal mobility program, whereby employees are encouraged to apply for new roles within their organization, would definitely help with attraction and retention efforts. However, only one-third report that their companies have such programs.

Further, nearly one-third (32 percent) said employees have to keep their intent to apply for new positions within their company a secret from their current managers.

“Successful internal mobility programs help hiring managers learn about the skills, experiences and aspirations of internal candidates, while employees learn about new roles that will allow them contribute to the organization in new and different ways,” said David Marzo, Korn Ferry Vice President and General Manager. “This kind of organizational transparency can increase employee engagement and retention while shortening time to productivity and reducing competitive intelligence leakage.”

Respondents were split on the question of what is more effective in finding qualified job candidates, with 45 percent favoring searching within the company’s existing employee base and 55 percent favoring external searches.

“In addition to solid external recruiting efforts, we see internal mobility as one of the keys to success in any recruitment initiative,” said Korn Ferry President of Global Talent Acquisition Solutions, Jeanne MacDonald. “In today’s “always-on” highly technical workplace, it’s increasingly difficult to find qualified talent. Giving current employees the opportunity and the mechanisms to reach for new positions will help ensure an effective workforce now and into the future.”

In terms of delivery, of those who have internal mobility programs, 40 percent say it is offered via a dedicated internal mobility portal, and 9 percent say it is offered via a dedicated email or newsletter.

“When developing these programs, employers should take into consideration the habits of their employees and think creatively about ways to build community and engagement. For example, leveraging outbound content marketing techniques to deliver personalized content which serves as a mechanism to build engagement, promote your internal mobility program and continuously remind employees of the opportunities to further their career,” said Marzo. “As with any candidate experience, it’s critical to meet these internal candidates where they are and make the process as seamless, engaging and accessible as possible.”

The related infographic can be found here.

About the survey:

There were 1,189 responses to the global survey, which took place in September and October 2015


Do employees need to keep their intent to apply for new positions within your company a secret from their current managers?

Yes    32%

No     68%

Would having a strong internal mobility program whereby employees are encouraged to apply for new roles within their organization help with attraction and retention efforts?

Yes, definitely    87%

Somewhat     12%

No     1%

Does your organization have an internal mobility program where existing employees are formally invited to share their career aspirations, learn about and apply for new positions?

Yes    33%

No     67%

Does your internal mobility program, which helps employees find new opportunities within the organization, promote:

Online, via a dedicated internal mobility portal     40%

Via a dedicated email or newsletter     9%

Both of those options    29%

Other     22%

On average, what is more effective in finding qualified job candidates?

Searching within the company's existing employee base     45%

Conducting an external search     55%


Tracy Kurschner

About Korn Ferry

Korn Ferry is the global industry leader in high-impact recruitment solutions; offering fully customized, flexible services to help organizations meet their talent and recruitment needs.

Our clients turn to us for proven expertise, a global process and infrastructure, proprietary competency models, innovative sourcing and attraction strategies, and a unique approach to measure and optimize business impact.

As a Korn Ferry Company, Korn Ferry can meet a variety of workforce requirements; from RPO and project recruitment, to search and consulting, our solutions apply a truly world-class capability to deliver talent with impact, providing the experience and global reach to identify, attract and retain the people who drive business success. To learn more, visit www.Korn Ferry.com.

About Korn Ferry

For nearly half a century, clients have trusted Korn Ferry to recruit world class leaders. Today, we are the preeminent global people and organizational advisory firm. Through our best-in-class practitioners and devotion to innovation and science, we are committed to making a powerful impact on people, organizations and society as a whole and producing positive outcomes for our clients and shareholders. The firm currently operates in 78 offices in 37 countries and has approximately 3,900 colleagues. Our knowledge and passion for people has made us the global leader in the business that enables business – the people business. We are ready to help our clients shape their future.

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