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The 4 Myths of Talent Mobility

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Today’s business environment is fast-paced and constantly changing, with a labor pool that includes people of all ages and experience levels in locations all around the world. With employers having …

Today’s business environment is fast-paced and constantly changing, with a labor pool that includes people of all ages and experience levels in locations all around the world. With employers having access to so many different types of employees, this workforce diversity has emerged as a key to unlocking competitive advantage.

People are remaining in the workforce longer than they used to, yet there is a growing shortage of skilled talent. The aging and declining workforce is a global phenomenon presenting challenging workforce shifts throughout all industries and across traditional boundaries.

In a global workplace increasingly being changed and challenged by macro-demographic shifts, the issue of Talent Mobility has become front and center. And it has become time to separate the clutter from the conclusions, or rather, the momentary truth from its illusions.

How do companies prepare for these trends? What are the keys to success as talent shortage continues to rise? Many organizations have already begun this journey and are forging new paths.
The question is, are you prepared for the reality?

Get answers within this ebook.

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  • 1. 4myths oftalent mobility lance Jensen RichaRds, GPhR, sPhR  
  • 2. 2 | fouR myths of talent mobilityintRoduction Today’s business environment is fast-paced and constantly changing, with a labor pool that includes people of all ages and experience levels in locations all around the world. lance Jensen With employers having access to so many different types of RichaRds, GPhR, sPhR employees, this workforce diversity has emerged as a key to unlocking competitive advantage. People are remaining in the workforce longer than they used to, yet there is a growing shortage of skilled talent. The aging and declining workforce is a global phenomenon presenting challenging workforce shifts throughout all industries and across traditional boundaries. In a global workplace increasingly being changed and challenged by macro-demographic shifts, the issue of Talent Mobility has become front and center. And it has become time to separate the clutter from the conclusions, or rather, the momentary truth from its illusions. How do companies prepare for these trends? What are the keys to success as talent shortage continues to rise? Many organizations have already begun this journey and are forging new paths. The question is, are you prepared for the reality? Well, at least you should read the top 4 Myths about Talent Mobility and what it will mean to your workforce. I hope you enjoy this e-book and get some new insights about this topic. If you have comments, feel free to reach out to me via: Lance.Richards@kellyocg.com lance RichaRds Get thehome intRoduction myth 01 myth 02 myth 03 myth 04 conclusion full RePoRt 
  • 3. 3 | fouR myths of talent mobility01some will Across generations, across educational and career- Surprised? Why? Personally, I love to travel, and I love And some do. But most don’t.move … level strata, a new theme is culture, but few people I In a latest published survey from Kelly Services, when emerging:otheRs won’t know are willing to stay and work for as long as I have, in the question asked was, I am willing to move, but “What would be the major the places I have, just for the I don’t want to take up complicating factors for you if sake of work. You really have permanent residence. considering an offer to work in to love these variables to another country,” family was What now? What does this “successfully” survive abroad the number one answer (58 mean? for that long, too. percent). Most of our loved Philosophers for ages have ones are also a product of People, globally, just prefer reiterated to you a similar their own cultures, like us. And to stay close to home. The message of truth—where I they mostly love that home younger you are, the more culture, no matter where they likely you are to entertain a come from, they summarize it may travel for fun, or for work. move, but we still do not see a in the saying, “Home is where lot of workers willing to move the heart is.” Well, the heart Get used to it. to another country or another will typically follow its loved continent. ones, even across the world. Get thehome intRoduction myth 01 myth 02 myth 03 myth 04 conclusion full RePoRt 
  • 4. 4 | fouR myths of talent mobility02find out what One of our last surveys indicated that workers, China and Switzerland spiked at more than 70 percent, while cultures—when you attempt to infuse their work with“meaninG” is … especially Gen Y were looking Russia and Singapore both fell additional meaning.then Give it to for “meaning” in their work. into the 25–27 percent range. And across the United States? I caution you to be very,them! When we looked at “meaning” and whether or not Nearly 55 percent reported very careful that you first yes. understand that your definition this translated into willingness of “meaning” matches their to make substantive Again, is this a revelation? definition, or how exactly changes—such as lesser roles Perhaps not, wherever you it differs. Your results will or lower wages—we found come from. But it gives you vary, if you suspect that it’s that over 40% of respondents an idea of just how differently these employees might probably the same—like our would take on a lower role respond to you as employer, philosopher friends. Also recall or a lower pay if their work depending on where you that your stockholders only “meant” something more. operate—and how well you like good variance in their Interestingly, countries like understand each of those definition of value. Get thehome intRoduction myth 01 myth 02 myth 03 myth 04 conclusion full RePoRt 
  • 5. 5 | fouR myths of talent mobility03settinG Guess what … in a very small, very globalized world, there’s Some are already working two jobs. Ouch. Work has changed. The workplace has changed.exPectations no “unconventional work” Across all demographics, they We’ve not seen suchis cRitical; anymore … THAT is the new normal. can’t only carry on with these significant change inmanaGinG them “unconventional jobs” forever! the worker, employer, or workplace situation since More and more of the workeven moRe so! relationships can be indicated If nothing changes, there will be an awful lot of people Henry Ford started paying his people $5 USD per day as “unconventional”, like who are going to be wildly (gasp!!). working long hours or disappointed that their jobs “unusual hours”. are unconventional. Get thehome intRoduction myth 01 myth 02 myth 03 myth 04 conclusion full RePoRt 
  • 6. 6 | fouR myths of talent mobility04the woRkfoRce Following a new study on the Free Agent, only 20 percent of the more conventional, long-term, full-time working Yet which group do you think has an unconventionalwants to be of respondents identified relationship? This is more situation they’re happyfRee aGents. themselves as “Free Agents” … a marked downshift from difficult to conclude. about—and which are justlet them! some years ago. All the same, an working two jobs, or unusually “unconventional” work long and longer hours? You Are these changes a result relationship is nothing are free to ask a philosopher of the recession, and its considered as a long term his opinion, if you’re not sure psychological impact on the option (see Reality 3) even, on this one. Yes/no questions workforce, now less willing or if some could move on with are typically safer. likely to exchange the freedom “unconventional” work of freelancing for the security relationship indefinitely. Get thehome intRoduction myth 01 myth 02 myth 03 myth 04 conclusion full RePoRt 
  • 7. 7 | fouR myths of talent mobilityconclusion So … we’re seeing a clear, crystal clear, convergence of four trends: • orkers don’t want to move too far for too long W • echnology has, and will continue to enable work to move, T rather than the worker • he rise of the Free Agent T • he emergence of the just-in-time employee T We’ve been watching a couple of these trends … no surprises. The emergence of workers who don’t want to move permanently, alongside workers who seek more “meaning” in their work, has created an interesting twist. But does that all matters to you and me? What do I need to know about it? Well, watch out for my next e-book to get answers! Get thehome intRoduction myth 01 myth 02 myth 03 myth 04 conclusion full RePoRt 
  • 8. This ebook is extracted from The Future of Work and Talent Mobility: Why we are now everywhere, and nowhere, all at once. doWnLoAd your fRee coPy todAy.About the AuthorLAnce Jensen richArds, GPhr, sPhrbased in singapore, Lance J. richards is senior director and Global Practice Leader forthe Kelly services® hr consulting division, which delivers a wide range of hr consultingand outsourcing solutions to Kelly® clients. Prior to this role, Lance was senior directorof international human resources for Kelly, where he was responsible for all hr activitiesfor a usd 1.8bn business unit with operations in 29 countries.before joining Kelly, Lance was managing director and co-founder of suddenly Global LLc, an ihrconsultancy based in Washington, dc. Prior to this role, he spent two years as country director, humanresources, for Verizon® china in Guangzhou, People’s republic of china, where he was the senior hrexecutive responsible for an enterprise employing more than 1,400 people in 16 mainland china cities.Lance.Richards@kellyocg.comAbout KeLLyocGKellyOCG is the Outsourcing and Consulting Group of Fortune 500 workforce solutions provider,Kelly Services, Inc. KellyOCG is a global leader in innovative talent management solutions in the areas ofRecruitment Process Outsourcing (RPO), Business Process Outsourcing (BPO), Contingent Workforce Outsourcing(CWO), including Independent Contractor Solutions, Human Resources Consulting,Career Transition and Organizational Effectiveness, and Executive Search. Further information about KellyOCG maybe found at kellyocg.com.  exit

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