Connecting...

Attracting the Next Wave of Talent to the Global Mobility Industry

W1siziisijiwmtkvmdcvmjuvmdgvndevntgvntg4l0dnifrhbgvudcauanbnil0swyjwiiwidgh1bwiilci2mdb4mzeziyjdxq

As I reflect back on the past 6 months, I can say with confidence that the first half of 2019 has been fantastic for Elliott Scott Mobility! Q1 and Q2 were the busiest periods that I have experienced since I started recruiting within the space. There have also been some exciting changes taking place within the industry, that impact both candidates and clients. 

 

We are still seeing economic expansion and as a result of this continued growth there has been much talk regarding the “war for talent”. In my daily conversations with Global Mobility and Relocation clients, leaders have emphasized how critical it will be to continue to tailor their internal mobility strategies to address the specific relocation needs of both their current and future talent. 

 

On June 6th I had the privilege to present at the NERA conference to a group of Global Mobility industry professionals. My presentation titled “Locating the Re-locater”, covered different search and interview strategies from both the candidate as well as the hiring manager’s perspective. I also spoke about developing our personal brands and “telling our stories”. 

 

One interesting question that was raised during the presentation was “how can we as Global Mobility professionals bring the next generation of talent into the industry?” This point got me thinking as to how we can promote the brand of Global Mobility, what story can we tell as to what a career in this industry can offer individuals who are considering joining our tribe?!

 

In my presentation I said that before we can start telling our stories we first need to understand who our audience is and then craft our message appropriately. Our audience in this case is referred to as Gen Y (those born between 1980 and 1994) and the more recent generation that is now entering the workforce Gen Z (those born after 1995). 

 

Just as Mobility professionals need to continually tweak their relocation processes to address the needs of the assignee, we also need to be taking a look at what we are doing to adjust our messaging to this new wave of talent.  

 

Research has demonstrated that the priorities of this newer workforce have shifted from what they used to be. The newer members of today’s workforce want more than just compensation. They are looking to find a job and a company that will give them meaning and purpose. Arthur Kay, a recent graduate who set up the social business Bio-bean (an enterprise that collects waste coffee grounds and turns them into fuels) discussed, in this article, how the newer workforce are more interested in careers that will allow them to explore their passions and find a role that aligns with their personal values and philosophies.  

 

As industry professional’s we should be looking at ways that we can allow new hires to find meaning within their role and company. This could be by evaluating our organization’s corporate wellness programs, or perhaps, exploring workshops that will give the newer workforce opportunities that allow them to develop.

 

For example at my firm Elliott Scott HR we have conducted various seminars and events where we have covered topics ranging from Disrupting the Interview to Growing Your Emotional Intelligence. Potential topics that could be of interest to the newer generations who have an interest in self-development. 

 

Being a Relocation professional is a career with purpose. You are giving someone the opportunity to embark on an entirely different path in their lives, which in many cases can provide a better opportunity for both the transferee and their families. The relocation process can also be extremely overwhelming. Being able to support a transferee through this major event in their lives can provide a lot of meaning for an individual that may be interested in this type of work.  

 

It is also important to note that it has been shown that those newer to the workforce today like to challenge the status quo. When we look at our industry and companies we should be asking ourselves, are we demonstrating that we are a flexible industry as a whole that is willing to evolve and adapt in order to change with the times?

 

As a visual generation, digital communication is the preferred way for the newer workforce to communicate with their colleagues. We should consider how and where we can make adjustments to better align with the learning preferences of today’s newer generations. 

 

In my presentation I also discussed the different options that Global Mobility professionals have in regards to the different sub areas that they can get involved in. I asked the audience who has had the opportunity to work on both the provider and corporate side of the industry; and the majority of the room raised their hands. This generation is growing up in a world full of choices, with streaming services such as Netflix we now have more options for entertainment than we know what to do with. As a result the newer workforce wants be able to have a variety of different possibilities that they can chose from in a career. The Global Mobility industry provides this. The sub areas include positions within: Immigration, Corporate Housing, Relocation Technology/Software Firms, Real-Estate, Expatriate Tax, and many more that I haven’t listed. 

 

I ended the presentation by talking about something we can do to give both the candidate as well as the hiring manager an advantage post interview. One suggestion was to send a hand written thank you note. I mentioned how powerful this can be for a candidate that is competing against other applicants for a position, or a hiring manager that is trying to land a new employee in this candidate driven market. The majority of the room raised their hands when I asked them if they still send hand written thank you notes. We are more connected today than ever before and the newer generation is referred to as the tech generation. However research suggests that Gen Z prioritizes’ human connection, as mentioned in this article. Our industry is still very much focused on making that personal connection with others and this would appeal to the newer generations. 

 

As we head into the next half of 2019, I am excited to see what our industry will be doing to help further its growth. As a recruiter that specializes in helping Global Mobility professionals with their searches I feel very fortunate to be playing a role in supporting this development.  

 

If you would like to discuss the industry, or need help with your job search, please get in touch at dbh@elliottscotthr.com 


Similar blogs