Traditional Global Mobility is increasingly being allied with talent strategy – so should we simply rename it ‘international experience’?

• As we see a rise in non-traditional mobility models including virtual assignments, extended business travel and contractors – how can you utilize these and keep track with finite resources?
• Does immigration provide the answer to skills gaps – and how can you review and evaluate your immigration program, processes, concerns and goals?
• How can you address operational efficiency and business critical needs whilst developing the talent needed now and in the future?
• Are your recruiting and talent management processes and workforce planning fit for purpose? What is best practice?