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10
Feb
2016
What’s Driving Global Talent Mobility?
A new report highlights increasingly diverse types of international assignments. It also shows the current business needs that are driving global talent mobility.
What’s Driving Global Talent Mobility?

What’s Driving Global Talent Mobility?

A new report highlights increasingly diverse types of international assignments. It also shows the current business needs that are driving global talent mobility.
The Mercer survey shows the reasons behind recruitment for international assignments:

• 47% to ‘provide specific technical skills not available locally’
• 43% to ensure ‘know-how transfer’
• 41% to provide ‘specific managerial skills’
• 41% to facilitate ‘career management and leadership development’
• 40% to fulfil ‘specific project needs’

These requirements are, in turn, driving the types of global assignments available. Recruitment for short-term international assignments expected to be most popular during 2016:

• 56% multi-national companies will increase recruitment for short-term assignments
• 54% envisage using permanent transfers
• 50% anticipate an increase in developmental training assignments
• 44% expect an increase in the traditional long-term assignments

“Companies are using a more varied range of assignments in order to respond to evolving business needs and changing patterns in the global workforce,” said Rob Thissen, consultant in Mercer’s mobility business, based in Dubai.

“The increased diversification of assignment types adds complexity which can result in potential compliance and policy challenges for HR and mobility directors.”

This variety of assignment types means that companies must ensure that they have a robust yet flexible relocation policy that supports each of these options. Mercer’s report confirms this – 64% multi-national companies have multiple international assignment policies.

Organisations must embrace the need for global talent mobility and ensure that they have the policies in place to support the needs of the organisation and the individuals involved.

“One policy is unlikely to fit all, and such an approach can lead to inadequate compensation which again can make it difficult to attract and retain talent.

“Implementing fit-for-purpose policies, to suit both different assignees and assignments, can be a highly efficient cost-saving initiative for most global mobility functions,” said Thissen.

Will your organisation’s relocation policy cope with the changes forecast for global mobility in 2016?


BTR International offers tailored support to ensure that your plans and policies for international relocation are as effective and efficient as possible.

Together, we can ensure that every move is as stress-free as possible.

To find out about our relocation consultation service, call us on +44 (0)1582 495495 or email Kevin Wieczorek, Sales & Marketing Director via .(JavaScript must be enabled to view this email address).


Image courtesy of rajcreationzs at FreeDigitalPhotos.net