In a globalized world, geographical flexibility is an ever-growing trend on the business scene. This was the viewpoint put forward by Juan Tinoco, Director of Human Resources at LG, in the webinar organized by EAE Business School at its Madrid campus on 30th June. In a seminar entitled “How to forge a professional career abroad”, Tinoco shared his insight into the main demands faced by both companies and future employees.
Chaired by José Díaz Canseco, Partner and director of The Human Touch and lecturer at EAE, the seminar strove to shed light on to how professionals can manage to develop a good career beyond their national borders. “Nowadays, all companies are built on projects, many of which extend beyond the borders of their home country”, explained Juan Tinoco. The most immediate effect of this concept of international mobility is felt by employees who will “move wherever the project is taking place”.
For companies, the transnational phenomenon also means future opportunities. “There are countries such as Japan and the USA that have a talent deficit”, asserts the executive. According to research by the consultancy Deloitte, talent searching is the fourth greatest concern of a company and, in Tinoco’s opinion, “developing or searching for talent is not optional, it has become a necessity”.
The speaker also highlighted the value that Spanish professionals have abroad: “Spanish talent is valued reasonably highly”, and he went on to add that “there is significant demand for engineers and doctors”. As far as Tinoco is concerned, “the great news for Spaniards is that they know how to appreciate us”.
Among the younger generations, the option of working abroad is well entrenched. For instance, for the generation born in the eighties and start of the nineties, 7 out of ten 10 professionals seek international mobility. In terms of the destinations in the greatest demand, English-speaking countries lead the way.
However, Tinoco believes that “there is enormous complexity” surrounding the issue. Nowadays, 48% of companies do not consider themselves capable of developing international mobility. Talent searching is based on “individualized management”, states Tinoco. He himself believes that “the necessary resources are not available to manage the individualizing the activity” which means that “frustration may be caused among employees” he concludes.