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Global Talent Rally

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  • 1. GLOBAL TALENT RALLY
    International workforce mobility
    Sally Khallash, sk@cifs.dk
  • 2. Noglobalizationwithoutdiversity
    Source: IBM Global CEO Report, 2010
  • 3. Diversity is good! - and bad
  • 4. Future leaders
    ”The Jack Welch of the future cannot be like me. I spent my entire career in the United States.
    The next head of General Electric will be somebody who spent time in Bombay, in Hong Kong, in Buenos Aires.”
    - Jack Welch
  • 5. Agenda
    Facts on global workforce mobility.
    Megatrends pushing forward a mobile workforce.
    Where do talents come from?
    Where do talents go?
    Segments, profiles & life cycles.
    Strategies for recruitment.
    Workshop.
  • 6. Facts on Global Mobility
    In 2010:
    1 out of 33 world wide is part of the global workforce.
    In developed countries - 1 out of 10 is a global worker.
    In developing countries – 1 out of 70 is a global worker.
    16% are under 20 years of age and 17% over 60 of age. Increasing steadily.
    ½ of labor migrants are women – almost ½ of these are highly skills.
    Between 2005-2010 the numbers of international migrants increased by 1.8% annually.
    In 2007, accounted remittances consisted of 2.200 billion DKK.
    1.500 billion DKK were sent to developing countries - more than double the amount sent as state financial aid!
    In 2009 remittances sent from within the EU were 29,6 billion €- an increase of 53% since 2004.
    Source: UN Population Division: International Migration 2009 + EUROSTAT
  • 7. Different reason for moving
    Copenhagen Institute for Futures Studies Instituttet for Fremtidsforskning
    Brain drain  Brain Gain
    (social & money remittances)
  • 8. Where do peoplecome from?20 largest emigration states
    Source: World Bank “Migration and Remittances Handbook” 2008
  • 9. Where do people go?
    32,7%
    70 mio.
    23,4%
    50 mio.
    28,5%
    61 mio.
    8,3%
    18 mio.
    3,4%
    8 mio.
    3%
    7 mio.
    Source: UN Population Division: International Migration 2009
  • 10. WHAT DRIVES MOBILITY?
  • 11. Drivers for mobility
    Source: Phillip Martin m.fl.: International Migration. Facing the challenge i Population Bulletin, vol. 57, nr. 1, marts 2002
  • 12. Drivers for mobility
    Source: Phillip Martin m.fl.: International Migration. Facing the challenge i Population Bulletin, vol. 57, nr. 1, marts 2002
  • 13. Economic DevelopemtGDP Growth 2000-2010
    15%
    19%
    96%
    61%
    28%
    33%
    Source: www.imf.org - IMF World Economic Outlook (WEO)
  • 14. Economic DevelopemtGDP Growth 2010-2020
    9%
    11%
    61%
    61%
    15%
    32%
    Source: www.imf.org - IMF World Economic Outlook (WEO) + CIFS estimate
  • 15. Knowledge Accumulation:New Knowledge Hotspots
    Source: UNESCO 2009
  • 16. Knowledge Accumulation:New Knowledge Hotspots
    Source: UNESCO 2009
  • 17. Demographic Change:An aging world
    Source: UN Population Perspectives, 2008
  • 18. Globalization:Number of migrants on a global scale
    UN Population Division: International migration, 2009.
  • 19. WHO MIGRATES?
    New Segments and Profiles
  • 20. The Skilled and Talented
    Source: IFFs analyse på baggrund af data fra UN Population Division: International Migration Global Assessment 2006
  • 21. Females, singles and their nannies
    Females
    ½ of migrant population are females.
    60% of students in Europe & US and nearly 70% in developing countries are females.
    40% more skilled females than males among migrants.
    Singles
    Mobility does not fall according to life cycle.
    Strong need for low skilled labor.
    Low skilled labor force
    Migration myth  we only need highly skilled labor.
    In US: 2 pct. of labor force but 22 pct. of domestic help.
    Source: Cortes and Tessada, study in 2007: Cheapmaids and Nannies – howlowskilledarechanginglaborsupply of highlyskilledwomen.
  • 22. The Mobile Millennials
    Source: PWC, ’Talent Mobility 2020’
  • 23. But not necessarilytoo loyal
    Source: Experience 2008
  • 24. Grandparents??
    Source: Intelligence Group: Get ready for the international recruitment rally, 2009
  • 25. Different needs in different life phases
    • New on the labor market.
    • 26. Nomads: Organizations and world without boundaries.
    • 27. Most varied/international assignments in big cities.
    • 28. Searching for identity and self-realization.
    • 29. Customized & target oriented career styles.
    • 30. Emphasis on interests and opportunities.
    • 31. Flexible in length and types of tasks.
    • 32. Top of salary hierarchy and dependent of high income.
    • 33. Experienced and high competences.
    • 34. Less mobile and pressed for time.
    • 35. Balance between work and life, safety, commuting.
    • 36. Career focused, selective in tasks-selection.
    • 37. Seniority packages.
    • 38. Long-term tasks.
    • 39. Reached height of career.
    • 40. Once again mobile.
    • 41. Self realization and new opportunities.
    • 42. Health and enjoyable environment.
    • 43. Location and meaningful opportunities.
    • 44. Long-term tasks
    Source: CIFS MR#3, 2010 ’Global Talent Rally’ + PWC ‘Talent Mobility 2020’
  • 45. Important Pull Factors
    Source: Intelligence Group, ’Get ready for the international recruitment rally’, 2009
  • 46. Think strategies with time frames
  • 47. ARE WE ABLE TO ATTRACT?
  • 48. Facts on EU and mobility
    Ca. 11,3 mill. EU citizens live in countries other than their country of origin (Below 3% of total EU population).
    In Luxembourg, foreign residents & commuters from neighbouring countries account for more than 65% of total domestic employment.
    30,8 million foreigners living in the EU.
    19,5 million from non-member countries, predominantly from Turkey, Morocco, Albania and China.
    Between 1998-2008, EU population rose with 15,5 mill. due to immigration.
    7 out of 10 is between 15-39 years old.
    Germany, Spain, France, UK and Italy take in more than ¾ of foreigners.
    Between 2003-2008, populations of Luxembourg grew with 2% & Belgium with 1% per year due to immigration, predominantly from EU.
    In Switzerland, 44% of researchers in the higher education sector are foreign nationals.
    US: 1 foreign engineer creates 5 new jobs. DK: 1 foreign engineer creates 2 new jobs – indirectly many more.
    DK: In 3 years foreign talents increase productivity with 5-15%.
  • 49. Global migration barometer
    Source: Global Migration Barometer, Verdensbanken 2008
  • 50. Comparison of European Countries
    Source: Eurostat Yearbook 2010
  • 51. Immigration by citizens groups per country
    Eurostats Yearbook, 2010
  • 52. Conclusion
    • A need to pro-actively attract and retain new talent.
    • 53. A number of megatrends are changing mobility patterns.
    • 54. From push to pull - demand driven labor migration.
    • 55. New types of migration and profiles with new demands and needs:
    • 56. Different strategies according to life stages and profiles.
    • 57. Belgium is attractive and accessible – but also for 3rd countries?
  • SHORT WORKSHOP
  • 58. What would it take for you to move?Interview, in pairs
    Ask about your partners:
    Profile (age, marital status, skills, life fase, etc.)?
    Incentives to move (Needs and demands – personal, family, network, etc.)?
    Barriers to move?
  • 59. THANKS FOR YOUR ATTENTION!
    Sally Khallash, sk@cifs.dk