The fluid movement of talent around the world can provide employers with great opportunities to fill talent shortages and ensure that they attract the best available candidates for their needs. Instead of focusing on the potential problems associated with the outward migration of skilled workers, employers need to think in terms of encouraging these workers to circulate in the global labour force and the opportunity this offers for their organizations. Businesses can benefit from the experience and expertise that workers gain as they move from one place to another.
The driving factors behind the willingness to relocate are not solely financial. Individuals are also recognizing the many cultural and careerrelated benefits of moving for work. For instance, more than 47% of those surveyed said they would move to learn a language, while 51% said they would move for the opportunity to experience a new culture. Seventy-three percent of respondents said they would relocate for career advancement and better employment opportunities.
Employers need to ensure that they understand what motivates candidates to move so that they can capitalize on this mobile talent pool. Strong benefits and pension programs are important aspects of attracting foreign talent and retaining current talent in an organization. These programs can contribute positively to the financial component of an employment offer and serve as a differentiator between an organization and a competing opportunity.
To effectively bring in new workers, employers need to understand what motivates and attracts them. They also need to develop strategies to make the transition easier. These strategies could include waiving the waiting period for the group benefits program or offering a flexible plan to meet the needs of a wider demographic. For example, consider a candidate with in-demand skills who is thinking about relocating. If that candidate has to wait several months to be eligible for the new employer’s benefits, this may leave the candidate—and often, his or her family—at risk for a period of time with no benefits coverage.
Having a benefits plan that is comprehensive, cost-effective and easy to understand and use can be a powerful differentiator in the war for talent. Whether employers are concerned about talent exiting the organization or maintaining a steady supply of new talent, they would do well to incorporate a talent mobility strategy into their overall business plans. This strategy should analyze the company’s future needs and cross-reference with future available sources of talent to get a clear picture of where the organization needs to focus. It should analyze roles within the organization to establish which roles are critical and, therefore, need to be addressed first. Finally, the organization should consider moving people to where the work is readily available or even uprooting offices or factories to the talent pool. Although it may seem costly, there are benefits, such as knowledge sharing, as individuals move throughout an organization.
Talent migration is likely to increase, and it is a challenge that employers must face if they wish to remain competitive. Employers need to strategize and manage talent mobility as part of their overall business plans. Only through deepening their understanding of the mechanics behind the movement of talent can companies ensure that they will continue to attract and retain the brightest talent from around the world.
Nadia Ciani is vice-president, HR and communication, with Manpower Inc. nadia.ciani@na.manpower.com
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