Improving Global Talent Mobility

Staying in compliance and safeguarding the employee experience

The war for talent is higher than ever. The “Great Resignation” and “Great Reshuffle” have pushed people to quit their jobs and move to greener pastures. These dynamics changed the way people think about what it means to “work.” Instead of relocating to a different urban center for a new promotion, workers expect flexibility, with remote or hybrid work environments.

Workers expectations about the ways they interact with employers are also changing. From interviewing, hiring, onboarding, or moving from Indianapolis to India, they expect firms to present quick, easy, and intuitive processes. They expect consumer-grade experiences and self-service tools that give them fast answers and resolutions. They don’t want to play phone tag with the HR scheduler, but instead need online access to dynamic calendars that coordinate schedules among all the parties.

This expectation for flexibility also comes with freedom from geographic constraints, both in terms of where employees chose to live in relation to their job’s location, and where geographically employers look for qualified workers. These employee expectations don’t always match with employers who struggle to retain employees who desire internal mobility across borders.

According to a report from Deloitte, more than 50 percent of surveyed respondents said it was easier for their employees to get a job outside of their organization than from within. This is a missed opportunity for firms that want to improve their internal talent mobility on a global scale. To improve their internal talent efforts, firms need to understand the complexities of multi-country workforces and adopt technology tools that help them stay within compliance and exceed workers’ needs.

Streamlining Global Movement and Compliance

Many firms eager to access global talent pools, who want flexible remote work, adopted a “work from anywhere” philosophy. It’s a strategy that can pay off in terms of developing a diverse workforce that brings multiple perspectives to the table. However, the rapid shift to remote working left HR teams scrambling to stay ahead of various compliance and tax issues. A 20-person software firm in Los Angeles that previously had all workers operating on-site might now operate without a corporate headquarters. They have an address for tax reasons, but they can leverage global talent for skilled engineers, marketing professionals, coders, and everything in between. The problems come when these firms don’t consider the compliance issues when the company, subsidiary, or a worker violates the employment or business activities rules within the worker’s country.
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