Judging by the transformation of work conditions, the balance is tilting further in favor of global mobility programs. But how does work redefinition affect your talent strategy? Which mobility trends should every employer be aware of right now?
1. International Remote Work
Remote working is expected to become the new standard model of working. According to a projection from the career site Ladders, one in four job holders in North America will carry out their job from a home base by the end of 2022, and by 2023, the number is projected to rise even higher. Ladders’s CEO Marc Cenedella made a comment on the rise of remote work, noting that “Hiring practices typically move at a glacial pace, but the pandemic turned up the heat so we’re seeing a rapid flood of change in this space.” Forcing employees back into offices if they do not have to has a high impact on employee retention. Consequently, companies who will not give in to flexibility demands should expect to lose employees and a very great disadvantage when recruiting new talent. Within this context, it is necessary for firms to fine‐tune what they know about employees’ experience with flexible work arrangements and implement an effective remote working strategy.
2. Culturally Inclusive Workplaces
We now live in a world of hyperconnected identities, in which we have to engage with differences and give more attention to how things look from the perspective of others. Diversity and inclusion have now become part of social and organizational policies, yet only 6% of leaders actively encourage mobility among minorities. In the wake of globalization, employers must realize the strategic importance of all “voices.” Access to global mobility programs must be widened through diverse assignee communities, adoption of multi-hub models to ensure sustainable talent management, company training programs or employee advocacy. The push for diversity is further supported by Millennials’ supremacy in the workplace by 2025. This generation places great importance on diversity and inclusion (D&I) when considering a new job and expects to work abroad during their careers; thence, companies must focus on providing global mobility solutions that deliver this experience and raising awareness about race, ethnicity, gender identity, age, diverse abilities.
3. Mental Well-Being at Work
Many remote jobs also come with flexible schedules. Given that 73% of employees believe that flexible working increases their job satisfaction, workplace flexibility is a concept that is required in order to find the right work/life balance. Employees’ expectations are changing the game for companies. Therefore, financial compensation is no longer one of the top priorities when evaluating an international assignment. There is a call towards supporting the mental health of employees before, during, and after relocation that today’s global mobility leaders must consider. To reduce stress, employers should provide coaching and employee support services to ease global assignees’ transition or provide access to language and integration training for employees and their families.
4. Relocation Service Demand
It is much harder to leave than it is to stay. When it comes to recruiting internationally, many organizations hire a consulting or third-party company to handle every aspect of the employee’s move. Given the high number of professionals hired from abroad, Boyd Wolters, Relocation Manager at Your Talent Agency anticipates that the demand for relocation services will grow considerably in 2023, “At this point, companies in centrally located and well-connected big cities, such as Amsterdam, Rotterdam or The Hague are interested in relocation services. I would say in the upcoming years the other companies outside of the Randstad will also see the potential.” Such companies can assist prospective employees with the visa and immigration process, obtaining work permits, and home searching. Based on data from TJinsite, offering employee relocation packages can be extremely beneficial for companies, especially in the area of talent acquisition and retention. Hence, business executives must create an environment in which employees feel connected to the organization and have positive work experiences.
Talk to Us
Are you struggling to offer new hires a soft-landing experience in the Netherlands?
At Your Talent Agency, we source, recruit, and relocate. We give clients a process that saves a lot of time, energy and money and leads to a better chance of long-term employee retention.
What is left to do? Build your workforce and navigate business growth as a team.