Getting the support for early career international opportunities right is key to a robust and effective Talent Mobility strategy. Similarly, recruiting, developing, engaging and retaining an individual in the early stages of their career can be key to an organization’s future. These individuals dominate High Potential populations, they make up valuable new graduate intake and are often keen self-motivators who request their own moves.
Recent studies highlight the expectations of Millennials and Gen Z for international, varied careers. Some global studies show that as many as 80 percent expect an international opportunity at some point during their careers. Designing a mobility program that links to your Talent strategy and one that speaks directly to this demographic is one approach that many companies are taking.
Our 2017 survey of more than 100 global companies shows that 52 percent now have employee-initiated move options, driven by Talent strategies. And yet, it is not so simple; there are almost as many companies that do not have strategies in place, and getting buy-in from the business to support employee-initiated and early career developmental opportunities is not always easy.
In an upcoming panel session at the Melbourne Mobility Forum we will discuss mobility strategies for early-career employees, highlight some best-practice examples and look at the challenges that prevent many companies from implementing this emerging approach. Topics covered will include:
- Naming the program – does the name impact how the strategy is positioned and impact immigration and work authorizations?
- Managing expectations and benefits – this is a low-cost opportunity and often lean policy
- Career development – what can be put in place to support the developmental aspects of the experience?
- International opportunities are not all temporary or developmental – what else is being offered to early-career employees?
We look forward to seeing you at this interactive panel discussion!
