Mobility's response to current talent trends?

As Randstad Enterprise's 2023 Talent Trends Report shares, things have gotten very complex when it comes to navigating this current talent environment. The report reviews feedback from 900 C-suite and human capital leaders in 18 markets across the globe, revealing shortages in budgets, resources, skills, and talent availability. What isn't lacking is complexity. And agility is more important than ever.

On the one hand, hiring has slowed, with numerous freezes and layoffs. However, where companies are hiring, those few key new hires are critical, meaning that recruiting and securing those individuals is imperative. On the other hand, more is expected and needed from existing talent, so there is a focus on culture, upskilling, career pathing, and redeployment. Increasing engagement, employee satisfaction, productivity, and retention is a key area of focus. In fact, 76% of companies say they are placing greater emphasis on skills development and career engagement. Add economic uncertainty and inflation to the mix and you can see why creating a more sustainable, engaged, skilled and agile workforce is a complex endeavor!

In short...

Out of this research emerged top 10 talent trends across the talent life cycle (which includes global mobility). So let's look at a three trends and consider how global mobility ties to each of them.

Talent trend #1: "Overcome talent scarcity with a purposeful talent experience." Are your mobility strategies aligned with your workforce's personal and professional values? 

Mobility's response: Given the emphasis on trust, where you seek to develop and earn the trust of employees, there is also the idea of trusting that your employees can make good decisions for themselves when allowed. In the mobility space, this looks like providing more choices and allowing them to have the control of the resources that have been allocated to support them with their mobility. Benefits that meet real needs with the agility to adjust benefits as things change can make a huge impact on the relocation experience. Mobility programs have been focusing on improving the experience and researching innovative ways to raise satisfaction levels.

Talent trend #2: "Unlock workforce potential with internal mobility". Consider how global mobility opportunities create unique employee development opportunities that solve business needs but also improve skills, excite talent, and improve retention. 

Mobility's response: Resources may be tight right now, but partnering with talent management to explore and document mobility offerings that drive up skill development, employee engagement, and talent retention is a strategic way to show the value of global mobility. Per the report, three-quarters of participants say they are placing more emphasis on skilling and career engagement. Whether tapping short-term developmental assignments or permanent transfers to roles in other business functions, mobility can definitely support successful career pathing!

Talent trend #3: "Turn good DE&I intentions into impactful actions". Create program that is flexible and agile enough to provide people with what they want and need for their specific lifestyles and situations. 

Mobility's response: It is hard to paint a house, a chair, and a picture with the same paint brush. One of those is going to be a bad experience. But when providing more options and the control of owning the choices, employees are empowered to find creative ways to handle their relocations. One needs a little bit of this, while another needs a little bit of that. Expanding into non-traditional services and benefits provides a more tailored experience.

Not too long ago, we posted Don't let your global mobility program "quietly quit" on you. While some claim the Great Resignation is over, mobility programs are looking ahead now about how to be relevant to companies and valuable to employees. Looking for some ideas? Try these:

Is it time to recession-proof your global mobility program?

Transforming your mobility technology takes more than fancy new tools

What is the right approach to policy for your mobility program?