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Global Mobility: Reviewing 2018 and Looking into 2019

2018 gave Elliott Scott Mobility the opportunity to partner with some really amazing candidates and clients. We were able to find a new home for many people within the Mobility industry, giving them the opportunity to add value to their new employers as well as the industry as a whole.  


As I look into 2019 I can honestly say that I am both extremely optimistic and equally intrigued to see what it brings. At its core Global Mobility is still the same business it has always been but now more than ever, there are a lot of new people coming into the industry and the sector is changing at a very rapid pace.  


I had the privilege to attend both the Worldwide ERC’s Americas Mobility Conference in Dallas, TX and the Global Workforce Symposium in Seattle, Washington in 2018. While I was at these conferences I found myself coming across new crop of businesses that are providing value within the Relocation industry as a response to a customer’s need or a gap in the market.    

 

As noted in our most recent Global Mobility Survey 2017-18 Results technology is the most noticeable trend we are experiencing within the industry, with much talk this past year specifically from both a communication as well as from a data analytics perspective. Technology will need to continue to respond to the needs of the transferee so they can have the relevant information throughout their relocation process. This new information is shifting the way companies will continue to execute their mobile workforce strategies. Assignment management and cloud based mobility tools are the new topic of conversation and a fast-growing trend that is going to evolve throughout 2019. 


Immigration has of course been a hot topic over the past year as countries are restricting working visas and work permits. These challenges will of course continue to have a major impact on relocating employees.  

Another development we are noticing is the greater need for temporary accommodation solutions. According to FIDI Global Alliance, 62% of companies will increase their use of temporary assignments over the next 5 years which will undoubtedly continue to raise the need for short term housing.   


Talent management has always been a frequently discussed topic in Mobility and companies are focusing on how they can become more aware of the emotional impact that takes place on relocating employees. As automated processes continue to emerge there will be a greater need for us to not neglect communicating with the relocating workforce on a personal level. If you are interested in learning more around this topic, please check out my colleague Alison Maclurkin’s article following our recent event: HR Seminar New York: Growing Your Emotional Intelligence.   


When I look at the talent we are identifying for our clients I am definitely noticing a shift, which I feel is for the better. In an article I wrote about starting a career in the Global Mobility industry ‘On Your Way to Becoming a Global Mobility Professional’, I said that most people fall into this business and that organizations will need to reassess their hiring strategies to consider candidates outside of the industry. This is so they can adapt to the significant global economic growth that we have been steadily experiencing since 2017.   


Traditionally many of my clients would only be interested in hiring talent within the Global Mobility industry. I am now seeing a dramatic shift in this hiring trend as I have been asked to identify and have successfully partnered with my clients around hiring professionals without the traditional industry specific experience that they once required. I have seen this take place for hires within Business Development, Technology, Marketing, Finance/Accounting and Proposal Writing to name a few.  


While having the industry experience in some instances can be critical for a Relocation Firm, depending on the positon and purpose behind it, I believe this openness to bringing in brand-new talent will have a positive impact on the sector. It will force businesses to challenge the way things have been done previously and come up with new and creative approaches to employee relocation that will spur greater growth. As the industry continues to evolve, clients will have a greater need to hire those without industry experience.


I look forward to seeing how 2019 unfolds for us in Mobility and I am excited to have the opportunity to continue to collaborate, share ideas and build new relationships with other industry professionals. If you would like to discuss the market or Global Mobility opportunities in the US, please get in touch at dbh@elliottscotthr.com        

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