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The Changing Face of Mobility Management

Four trends are positioning talent mobility to play a more strategic role in business success.

 As the global business market continues to heat up, the need for top mobility talent to fuel innovation and drive business growth has never been greater. In fact, more than two-thirds of executives in a Deloitte survey pointed to a mobile workforce as a key enabler of business and talent strategies. Yet, 60 percent of employers say they still rely on Excel or Word for mobility management.

Meeting the global mobility demand hinges on leveraging mobility management technology to efficiently recruit, support and grow a global workforce.

“While many organizations have prioritized digital transformation, mobility can often be left behind in that process, causing employees to face fragmented experiences that result in frustration and disengagement. Adopting an end-to-end talent mobility management solution is key for organizations to operate more efficiently and make the relocation process frictionless for employees,” says Shawn Farshchi, CEO at Topia, a mobility management software provider, in a recent HR Technologist article.

Here are four trends to watch for in mobility management this year.

Talent Analytics

Today only about a third of companies are leveraging talent analytics to make HR decisions, according to the 2019 Mercer Global Talent Trends Report. “Workforce planning that simply puts new types of workers into old job boxes is insufficient. A fresh take on jobs — based on an analysis of where tasks overlap, which activities are future-critical, and which will become obsolete — is vital to aligning work to future value,” the report notes.

Tech-Savvy Toolkit

To reach today’s tech-savvy employees, hiring managers must go where the employees are, and that is in the digital, mobile landscape. Yet surprisingly, only 28 percent of international hiring managers are using mobile tools, according to the 2019 Korn Ferry Futurestep study. And less than half rely on digital tools like video interviewing or online assessments.

Today’s job seekers expect those mobile and digital approaches as they navigate the screening and hiring process. Those are missed opportunities that, if leveraged, can give mobility hiring managers an edge over the competition.

Artificial Intelligence

Artificial intelligence will dramatically change the way mobility HR leaders manage talent acquisition and the employee experience. More than 70 percent of companies around the world – but especially in Brazil, India and Japan – plan to invest heavily this year in increasing automation to drive talent insights, according to the Mercer 2019 report.

Among the innovations, chatbots will connect applicants and remote employees with information that once required human intervention. Expect chatbots to replace FAQ pages about work destinations and company travel policies. Remote workers will use them to access relocation services or check their payroll. AI will be useful in helping recruiting managers detect digital fraud, or filter out unsuitable candidates. And augmented reality platforms will bring remote locations to life for future assignees, and share other relevant, tailored information.

Interconnected Systems

“The digital revolution we’ve seen over the last few decades has paved the way for highly complex, interconnected systems that seek to blend the best of human talent with the efficiencies of artificial intelligence and robotics,” noted Worldwide ERC® chairman Ed Hannibal, GMS, in an interview with Mobility magazine earlier this year. “Corporate HR mobility teams must have the data, technology, solutions and strong internal and external partnerships to guide their talent decisions.”

Watch for these trends to be discussed in much greater detail in the February issue of Mobility magazine.

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