Talent Mobility within the EU! Wir von careerloft waren beim Goethe Institut in Barcelona vor Ort und haben an verschiedenen Workshops teilgenommen. Übrigens: Ein Dutzend careerloft-Mitglieder hatten wir auch im Gepäck. Was für eine Erfahrung :) http://bit.ly/1fFq1yl

1. Talent Mobility
Francisco Belil
Barcelona, 27th November, 2013

2. Talent Mobility
Talent Mobility
The physical movement of employees within or across organizations, industries
or countries, and globally, or of professional movement of works across
occupations or skill sets.
Mobility may be temporary or permanent and may also involve moving people
form unemployed to employed, moving jobs to people, or allowing for virtual
mobility.
 Career mobility: Movement of people across skill sets or jobs
 Geographic mobility: Movement of people to where the jobs are located
 Job mobility: Movement of jobs to where the right talent is located
Source: Mercer: Serving the Talent Mobility Puzzle, 2012
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3. Talent Mobility
International Assignments 1970-1990
 Large
Multinationals
based in the US
and Europe
 Expatriates from
headquarters to
foreign countries
 Two or five year
periods with
attractive
expatriate
packages
Source: PwC: Talent Mobility 2020 and beyond, 2012
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4. Talent Mobility
International Assignments 1990-2010
 Demand for
global mobility of
talents
 Mobile workers
emerges
alongside the
expatriates
 Flow of talent is
still predominately
from West to East
Source: PwC: Talent Mobility 2020 and beyond, 2012
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5. Talent Mobility
Future View
 Global mobility
continues to grow
in volume
 Mobility of talent
is fluid
Source: PwC: Talent Mobility 2020 and beyond, 2012
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6. Talent Mobility
Talent Mobility
 By 2030 the United States will need to add more than 25 million workers
and Western Europe will will need to add more than 45 million employees.
This would be the equivalent of recruiting the entire current labor force of
countries such as the Philippines, Vietnam or Mexico.
 Talent gap
- Talent shortages (lack of manpower) in certain sectors
- Skills mismatches (having qualified workers with skills that are not longer
needed in large quantity)
- Under-skilling (having little or no qulifications)
Source: The Boston Consulting Group/World Economic Forum,
Global Talent Risk – Seven Responses, 2011
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7. Talent Mobility
Benefits of Talent Mobility
 Using the current workforce
 Reducing recruitment costs
 Reducing onboarding and integration costs
 Improving employee engagement and motivation
 Building/Increasing reputation
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8. Talent Mobility
Population Change and Shift
Source: PwC: Talent Mobility 2020 and beyond, 2012
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9. Talent Mobility
Key Trends in Global Talent: Global Migration Flows
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10. Talent Mobility
Key Trends in Global Talent: Global Migration Flows
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11. Talent Mobility
Key Trends in Global Talent: Global Migration Flows
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12. Talent Mobility
Key Trends in Global Talent: Global Migration Flows
 1990: 156 million international migrants; 2010: 214 million migrants
 Forecast United Nations 2010-2050:
- Most attractive destinations: the United States, Canada, Spain, Italy and the
United Kingdom
- Major countries of net emigration: China, India, Mexico, Pakistan, Indonesia,
the Philippines and Bangladesh
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13. Talent Mobility
Growth in the College-educated Talent Pool
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14. Talent Mobility
PwC Survey: I would Like to Work Outside my Home Country in my
Career!
Source: PwC: Talent Mobility 2020 and beyond, 2012
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15. Talent Mobility
PwC Survey: Millennials want to work outside their home country during
their careers
Source: PwC: Talent Mobility 2020 and beyond, 2012
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16. Talent Mobility
Recommendations World Economic Forum 2010
 Increase people’s employability to better match supply and demand
 Redesign migration policies to encourage knowledge sharing and prevent the
brain drain
 Create global workforce around adaptability and mobility
 Build and effectively manage diversity in a complex, multicultural business
environment
 Use talent for innovation
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17. Talent Mobility
Recommendations
 Develop and pursue a concept of a “fair deal on talent”, which takes into account the interest
of the sending and receiving countries
 Europe has to become a robust talent hub
 Encourage international “Coalitions of the Engaged”
 Creation and harmonization of attractive immigration packages for labor migration
 Find models to deliver education, apprenticeship and training
 Ensure that immigrants who successfully completed their education in Europe are granted
working permits within the EU Member States
 investments in initiatives that enable all workers to integrate work and parental
responsibilities (full utilization of female talent)
 Increase people’s employability to better match supply and demand
 Redesign migration policies to encourage knowledge sharing and prevent the brain drain
 Create global workforce around adaptability and mobility
 Build and effectively manage diversity in a complex, multicultural business environment
 Use talent for innovation
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