Looking for some trends in global talent mobility within the APAC region? In the first 23 days of 2018, we are already seeing stricter immigration implementations in Singapore and Australia. The talent pool available in APAC is changing the course of mobility packages due to relocation needs being different when relocating within APAC versus relocating across other regions. Organizations are aware of the many talents within APAC and will need to be competitive and customized with their relocation offer when attempting to attract these talents.
In summary, we expect 2018 intra-regional volume within APAC to increase, packages to be targeted towards executive and technical specialist roles, and both compliancy and cost effectiveness to remain high on the priority list of employee mobility programs.
1. Tighter criteria for employment passes In Southeast Asia, the minimum salary criteria for employment passes has significantly changed over the last year. 2. One ASEAN, one talent pool “The resulting ASEAN will be viewed as one common pool of talent and not by multiple countries or cities.” 3. Cost-effective yet custom packages designing a cost-effective mobility landing package as well as meeting the relocating employee’s unique individualisation needs continues to be a priority in 2018. 4. Upskilling of the local talent pool growing local leadership and technical capabilities,” he explains 5. Compliance to legal and immigration issues one of the major employee mobility challenges that companies cannot overlook is the compliance to the legal and immigration matters of the host country which keep evolving to meet the needs of the local authority.