What’s Your Global Mobile Talent Acquisition Strategy?

Wednesday, January 28, 2015 - By: Greg Moran - Tags: | | | | |

Global Mobile Talent Acquisition StrategyAccording to an article by Roy Mauer for the Society for Human Resource Management, Global Mobility Increasingly Tied to Strategic Talent Management, companies today should be ready to go global. Why? Because organizations report that their global mobility programs are critical to supporting new business growth, improving financial performance and enhancing employee engagement, succession planning and talent management.

In fact, 65 percent of top-performing companies with global mobility strategies reported a positive impact on financial performance, new business growth and talent retention, according to Unlocking the Value of Cross-Border Assignments, a Harvard Business Review Analytic Services survey report, sponsored by EY.

“Business executives need HR and mobility teams to partner more closely with them, think longer term about their international workforce requirements, help access, develop and retain the talent required, and incentivize people to move to the locations where the business needs them to be,” said Peter Clarke, global leader for global mobility services at PricewaterhouseCooper. “This will require HR to work in a much more integrated way, drawing on talent, mobility, resourcing and succession planning expertise.”

Further drivers for the growth in mobility and its tie to talent acquisition include predicted changes in the availability and location of global talent. According to a PwC report, more than 50 percent of graduates ages 25-34 are likely to be living in emerging markets by 2020 (including China at 29 percent, India at 12 percent and Indonesia at 6 percent).

“In an increasingly global market, the race for talent is a key determinant of success,” said Dina Pyron, EY global human capital leader. “Companies should take stock now of where the gaps are in their workforce, and develop a robust strategy to address that gap.”

“Our research highlights that there is currently too much disconnect between organizations’ mobility policies and their business needs, with only six percent confident that they are aligning the two,” said Clarke. “Businesses need to have a clear global mobility strategy which is based on growth priorities and what skills they are going to need and where, backed up by plans on how they are going to source, deploy, manage and motivate employees who work internationally.”

What’s your plan?

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