Blog - Talent Mobility Search
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Blog

30 Jul

Posted at 17:30h in COVID-19, Talent Mobility Search News

This month TMS was proud to be published in the summer issue of the International HR Advisor, continuing the discussion on the future of global mobility post COVID-19. As we see a slight easing of borders and companies preparing to reactivate assignments, we are also seeing new spikes in cases and countries returning to lock down. The uncertainty continues and Global Mobility continues to be at the forefront in guiding talent and business planning discussions. We are also seeing an...

13 May

Posted at 14:35h in COVID-19

There has been much discussion around the many mobility issues currently being faced as we battle our way through this COVID-19 crisis. In this blog we would like to share some perspectives and open a dialogue on what the future of talent mobility might look like and, what as an industry we may want to start thinking about. There is no doubt that Global Mobility has been front and centre of the COVID-19 pandemic, with the function being an integral partner...

02 Mar

Posted at 17:21h in Europe, Talent Mobility Search News

Talent Mobility Search (TMS) is excited to announce that Siobhan Cummins has joined the TMS leadership team as a Partner in the EMEA practice. Siobhan is one of the most respected mobility leaders in our industry, with close to 35 years’ experience in senior leadership roles with ORC/Mercer, Deloitte, EY and running the global mobility programs at Thompson Reuters and Naspers. Siobhan is currently based in Amsterdam and will be joining the EMEA team alongside Simon Rogers and Richard Hewer....

30 Nov

Posted at 19:23h in Talent Mobility Search News

One discussion point we have with almost all our candidates is what is important to them when considering an organisation? As you would expect, candidates want a modern, non-hierarchical organisation. One that actively promotes flexibility, diversity and is a good corporate citizen. Perhaps most important is an organisation where the candidate can clearly visualise being part of a successful future. Surprisingly, the actual industry is not as significant as some might think. Candidates recognise there are good and not-so-good organisations...