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Mobility expands the learning and skills development opportunities for employees within an organisation. It is a win-win for organisations and employees alike, but there are pitfalls to be aware of and avoid. We present these pitfalls through the lens of four different personas. Each persona represents an entity or group of people typically involved with mobility inside an organisation.

In this climate of increased competition for critical skills, it is harder for organisations to recruit the right talent. Even if you can source skills externally, hiring costs will exceed what you spend to build the same skills among your existing workforce. In this and any other climate, the best solution is to build skills from within.

A career path should provide you the opportunity to work hard, develop your skills, apply your experience, and reap the benefits through new challenges, higher salaries, and more prominent roles.

The challenge going forward, as some workers choose to return to the pre-pandemic ways of things and others find they’d rather not, is how to ensure that resentments don’t build between your in-office and remote or hybrid workers.

Experience tells us that overpaying for talent, and making rash hiring decisions, will ultimately come back to haunt you. In a highly competitive global talent market like this, how are companies supposed to compete without breaking the bank?