Talent Management and Mobility: Front and Center

Early in 2016, experts from the World Economic Forum said that to succeed, “businesses will need to put talent development and future workforce strategy front and center to their growth.” That statement was solid affirmation for companies to develop and deepen their mobility strategy.  

Finding the proper talent for employers, and supporting companies that source, hire and move their talent around the world is an initiative shared by all of us who touch HR. Senior leaders with global experience are better able to operate and strategize in a whole-world business context. Younger professionals see global assignments as a natural element of their careers, and are frequently more willing to embrace mobility than some of their more conventional colleagues.

In the current environment, there are four key areas that hold both challenge and opportunity for employers, and that are top-of-mind for global CEOs.  

The workforce is transforming.  Demographics the world over tell a story of low population replacement, which has brought us to our current talent shortage. Baby boomers are steadily exiting the labour force, taking with them strong institutional knowledge and depth of experience. Younger professionals are on the rise, and bring with them both entrepreneurism and strong challenges to the status quo. This group is apt to change jobs more quickly during their careers, carve out more time for personal experiences, and design their work and career in a way that most engages and motivates them. For the first time in 2017, GenZ workers will be part of the mix, and even more than millennials, this is a group that seeks a clear sense of purpose in their work (and meaningful impact on the wider world), scope for personal initiative, and more flexible working conditions.