Getting the support for early career international opportunities right can be key to a robust and effective Talent Mobility strategy. Similarly, recruiting, developing, engaging and retaining individuals in the early stages of their career are key to an organization’s future. This population dominates High Potential populations, they make up valuable new graduate intake and are often those keen self-motivators who request their own moves. Whatever their background, employees in the early stages of their career today dominate the current workforce and are critical to the future.
In this panel session at the upcoming Melbourne Mobility Forum we will consider a number of aspects of mobility strategies for early career employees, highlighting some best practice examples, as well as looking at the challenges and barriers that prevent many companies from implementing this emerging approach. Topics that will be covered will include:
- Naming the programme – does the name impact how the strategy is positioned and impact immigration and work authorizations?
- Managing expectations and benefits – this is a low cost opportunity and often lean policy
- Career development – what can be put in place to support the developmental aspects of the experience?
- International opportunities are not all temporary or developmental – what else is being offered to early career employees?
We look forward to seeing you there for this interactive panel discussion!
Speakers: Francis Leong & Patrick Groth
External panellists: Julie Duncan, Director Talent Acquisition, PwC Australia & Nicky Brophy, Global Mobility Specialist, Ericsson Australia