The coronavirus pandemic had a major impact on our society and the labour market. With borders closing, furlough schemes being introduced, home working expanding and remote recruitment taking place, life in HR has changed beyond belief
The pandemic has also made us reassess our lifestyles: employee wellbeing has become crucial and the discussion has focused on how individuals can thrive. Job mobility is meeting these needs more than ever before. In 2021, 68% of executives say they intend to change their careers in some way within the next two years. In those aged under 35, the percentage is 86%*. Employees are paying more and more attention to their wellbeing and seeking a better work/life balance.
What is job mobility?
Job mobility can be a change of:
Focus (new projects or team)
And may also mean a relocation
Employees or employers can request a change and it tends to be a positive development for both.
The different types of job mobility
Internal mobility: a change of role within the same company or group. There are two kinds: - Horizontal (or functional): a change of service, subsidiary or role without any hierarchical switch
-Vertical (or hierarchical): a change of hierarchy such as a promotion or demotion (less common)
External mobility: a change of company. There are two kinds here as well: -Sectorial: a change of sector -Socioprofessional: a change of status (employee, self-employed, etc.) or a career change
Geographic mobility: a change of working location either nationally (new town/region) or internationally (new country). An individual could move to a new office in a new town/country but work for the same company, or work at a new company in a new town/country. This kind of mobility takes extra preparation and organisation. It also tends to begin with a remote recruitment process: seeking a new talent in another town/country, a video interview (possibly in English even if this isn’t the interviewee’s mother tongue), remote testing, etc. If an international move is involved, there is also all the administration that comes with changing country (visa, residence permit, etc.). The talent may want to take their family along too. Once all the steps are complete, the actual relocation needs to be arranged: finding them accommodation, helping them integrate into their new country, supporting their family with all these changes, etc.
The benefits of job mobility for companies
Employee mobility has a number of advantages for companies. It allows them to organise themselves better internally (facilitate role changes and reorganise teams), manage resourcing needs better across different services and shake up teams. It also creates an opportunity to recruit rare talent. New talent can arrive with new knowledge and skills that benefit the company. These new starters also help meet the need for interculturality and diversity among your teams. Internal mobility issues may encourage talent to change company. So, job mobility poses two challenges for companies: attracting and retaining new talent. Employee wellbeing at work is key, as is your employer brand.
The benefits of job mobility for staff
Whether involving a promotion, a career change or just a desire for something new, job mobility provides staff with change: a new team, working atmosphere, environment, salary, role, etc. These changes can involve new responsibilities and open up new possibilities for the future. They also allow talent to learn new skills. This all increases their motivation and commitment to their work. Job mobility can also facilitate a better work/life balance. Changes can improve an employee’s wellbeing so they thrive and feel like their work has meaning.
Current job mobility trends
Companies are adapting, getting organised and becoming more flexible to facilitate mobility. While they used to focus on hierarchical (vertical) moves, functional (horizontal) moves now meet staff needs more effectively: employees are seeking roles that align more closely with their personal goals and allow them to flourish. The expansion of home working and the development of communication and remote working tools also facilitate relocation.
The importance of HR departments in this process
Job mobility is managed internally by HR teams, who organise departures and arrivals and on-board new starters. HR staff have to pinpoint vacancies, find talent, recruit, help employees with their administration and possibly arrange any training needed. With already busy schedules, excellent organisation is required to juggle everyone's diaries, employee demands, company needs and budgets. As a balance must be found, why not use new digital tools?
Cooptalis supports you as you arrange moves for employees
Job mobility can be hard for companies to manage. You need to know your teams and their needs inside out, and be organised and flexible. To avoid overloading your HR team, Cooptalis will support you as you arrange moves. Cooptalis is the job mobility leader, headhunting new talent and managing immigration and relocations as well as training. For more information about our services, contact us!
* Source: The Ifop 2021 barometer on the aspirations of executives and new forms of work