Talent mobility and Competitiveness Isabel de Sola 18 June 2012 - - PowerPoint PPT Presentation

Talent mobility and Competitiveness

Isabel de Sola 18 June 2012

Significant talent shortages expected by 2020 and beyond

2010–'20 Talent gap trend 2010–'30 Strong employability challenge Medium employability challenge Low/no shortage trend Talent shortage trend Strong talent shortage trend

In countries with no talent shortage trend, employability is the challenge

Source: BCG analysis

Definition of Talent Mobility

Community Governments Sectors/ Industries Individual Macroeconomic factors Microeconomic factors

Job mobility

“jobs to people”

Individual mobility

“people to jobs” Institutions Businesses

We define Talent Mobility in its broadest terms by including the movement of workers temporarily and / or permanently across geographies, industry sectors, occupations and organizations, as well as virtual mobility and the movement of jobs to people. As an important part of the solution to talent shortages and skills gaps, talent mobility should be combined with workforce planning, talent development and diversifying talent pools.

2

Flexibility of Labour and Competitiveness

Efficient Use of Talent and Competitiveness

Brain Drain and Competitiveness

Companies

• "Lattice is the new latter"
• Train & retain

Governments

• Profit from Diaspora
• Target the young with blue collar/

migration background Companies

• Discover women!
• Fish in nonconventional ponds
• Become "Employer of Choice"

Governments

• Adapt retirement policies
• Share publicly best practices on

diverse working environments Companies

• Job Rotation for lifelong learning
• Virtual internships/work-

schemes

• Short-term assignments

Governments

• "Two step" migration (students)
• Express Short term visa
• E-learning for free

Companies

• Engage in PPP's to ease migration
• Involve in certification/recognition of

skills at industry level Governments

• Facilitate free flow of remittance
• Brand your country
• Ease skilled migration policies

Companies

• Make HR part of corporate strategy
• Shift to talent analytics
• Develop skill database

Governments

• Strategic human capital

management

• Analyze future skill shifts

Encourage Temporary & Virtual Mobility 5 Extend the Talent Pool 6 Develop a “Talent Trellis” 4 Increase Employability 7 Introduce Strategic Workforce Planning 1 Ease Migration 2 Foster Brain Circulation 3

Set of seven responses to global talent risk developed

Source: BCG analysis

Companies

• Build diverse leadership
• Share success stories
• Pilot the "Google-approach"

Governments

• Mutual Skill Recognitions
• (Diaspora) Networking

Companies

• Build solid vocational training

programs

• Mentoring/ Buddy programs as pro

bono opportunity Governments

• Entrepreneurship education
• Set up internship platform