Now, if I was to tell you that there is a talent shortage in the UK you would be forgiven for shouting “we know that.” After all, those of us who make our living in recruitment are all very aware that employees so often have the upper hand when determining where and how they work.
At the same time, we all also probably know that the most common goal of any business is growth and in order to facilitate this, many businesses continue to look at global expansion as necessary to drive the desired growth.
Thankfully, the latest research shows us that an impressive 98% of well-informed UK executives understand the importance of utilising global mobility to grow their businesses and they are also aware that a well-executed mobility strategy is critical for increasing diversity and attracting and retaining the best talent.
The good news doesn’t stop there either as the research indicates that 75% of UK professionals are open to, and actually welcome, the opportunity to relocate for their existing employer and believe that transferring to another branch in their company would advance their careers, even without a salary increase or promotion.
Indeed, the importance of global assignments to employees is so important that a third (33%) of UK professionals confessed to having previously quit a job because they were not allowed to transfer to another branch or location.
So, we have the near perfect world of employers offering employees what they want: global talent mobility coupled with the majority of employees wanting to take advantage of the global mobility opportunities available.
However, unfortunately there is a problem. Although businesses and employees continue to value global expansion and the employment opportunities it presents, too many employees are finding that there is a lack of support or even the opportunity to learn about the global positions available within their own organisation.
This is described as talent mobility disconnect. Although businesses are offering opportunities, the message of communicating the internal opportunities just isn’t getting out: 41% of professionals in the UK don’t have or don’t know whether relocation opportunities exist at their company.
Plus, 45% of UK professionals have heard of an open position in another location within their organisation, for which they feel they are more qualified, however they just don’t know how to access that opportunity.
The talent mobility disconnect is occurring in how HR are managing to communicate global talent opportunities internally and in the area of the perceived availability of mobility opportunities for employees.
It is therefore of the utmost importance for employers to resolve the mobility disconnect problems within their organisations and better inform and support employees and implement strategies that offer clear and effective help to employees who want to take advantage of the relocation opportunities on offer.
So, how can a business resolve the mobility disconnect problems within their organisation?
Create an internal job board for open positions - ensure employees are well aware of open roles and opportunities within the organisation.
Survey employees - to see who would like the opportunity to relocate and to track who is willing and eager for relocation opportunities.
Review policies to ensure they offer the right levels of support - if looking to increase the diversity of employees that are relocated understand that different employees will have different needs and concerns.
Engage in post assignment/relocation career planning - how will the employee’s experience be put to good use in the organisation moving forward.
Review systems and processes for HR - consider investing in new global mobility management technology to streamline the administration of relocation and assignment programs.