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Managing Global Talent - What Should Businesses Be Doing To Prepare For The Expected Rise In The Expatriate Workforce?

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In a recent report conducted by a leading global human resource company, the majority of multi-national employers intend to increase the number of staff they send on global assignments over the next few years. All employers want to attract the right talent into these roles, despite the length of the assignments or whether or not the business has a developed mobility programme or not.

 

As the amount of expatriate employees is set to rise over the course of this year, advice is often given by many of the leading HR consulting firms on how to deal with their mobile workforce, managing pitfalls and ensuring safety etc. But what are the biggest concerns or threats that the expatriate staff face?

Most suggestions put to the HR or Mobility teams are for them to be aware of the environments the expatriate is expected to enter and operate in. Others suggest flexibility as being core to managing successful mobility programmes, with sceptics even suggesting that you forgo mobility programmes in favour of recruiting domestic workforces instead.

 

There are many suggestions, all which seem to raise valid points on how to improve mobility programmes and to ensure the expatriates workforce and business they work for are all able operate to their best abilities with the least amount of disruption.

 

However, is there a greater threat to the assignee and the mobility programmes and where would this threat come from? With the government’s ever increasing efforts to ensure they recover as much tax revenue in these austere times, this should be seen as a greater threat to mobility to programmes. This surely has to be a significant concern for both expatriate and the company they’re working for, making sure they don’t over step the many thresholds and rules pertaining to their ability to work in different jurisdictions?

 

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