Key takeaways
What we covered
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00:03
Introduction
Searching for talent and skills in emerging markets.
01:05
A polycrisis world
The pandemic, the war in Ukraine and economic shocks, and what they mean for HR.
03:07
Invest in brand equity
How the balance of power shifted from employers to employees.
05:12
The great resignation as an opportunity
Why people reassessed their work, and moved abroad.
08:15
Work without borders
If a job can be done from Galle instead of Colombo, it can be done from another country.
10:16
Mission, vision and values
Why they need revisiting, and what candidates are looking for.
13:20
Culture for remote teams
Rethinking job descriptions and characteristics for remote work.
14:20
The DICE model
Determination, insights, curiosity and engagement.
17:23
The human touch
Building trust remotely, and G-P's internal shadow board.
19:25
Talent arbitrage
Why emerging markets now lead on young, educated talent.
22:31
A robust hiring process
Outsourcing, local laws, contracts, benefits and salary benchmarking.
25:34
Where to research markets
G-P's free Globalpedia, chambers of commerce, universities and investors.
27:35
Audience Q&A
Return to office, moonlighting, HR policy and the great resignation.
Q&A highlights
It depends, but the future of work is choice. Mix office and non-office days and let people choose what works for them. Many younger workers will come in for mentoring and connection, but if you mandate it, be ready to lose talent.
Manage on outcomes, not attendance. Protect yourself with non-compete, IP and conflict-of-interest clauses in a locally compliant contract, through your own entity, an employer of record or a reputable law firm. These are far easier to enforce with full-time employees than with freelancers.
Yes. If you don't document it, you can't enforce it. It is part of a wider list: reskilling, wellness, leadership EQ training, digitizing processes and aligning remote-work policies with IT.
Document and digitize as much as you can, run knowledge-capture and mentoring programs, connect younger and older generations, and stay open to boomerang employees who regret leaving.
Hire and pay people across borders with confidence
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