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Eurofast is a regional business advisory organisation employing local advisers in over 21 cities in South East Europe, Middle East & the Baltics. The Organisation is uniquely positioned as one stop shop for investors and companies looking for professional services.
Dive into the complexities of global mobility, where individuals traverse borders for work-related purposes with Eurofast's professional guidance. In this article you will discover...
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Dive into the complexities of global mobility, where individuals traverse borders for work-related purposes with Eurofast's professional guidance. In this article you will discover the variety of forms of mobility, their potential, and how to overcome the hurdles on the way of talent acquisition.

Global mobility refers to the movement of individuals, typically employees or workers, across national borders for work-related purposes. It encompasses various forms (Image 1).


Image 1

  • International Assignments: These involve employees being sent by their employer to work in a different country for a specified period. International assignments can range from short-term assignments (typically less than a year) to long-term assignments (one to several years).
  • Permanent Relocation: In some cases, employees may permanently relocate to a different country for employment purposes. This could involve obtaining permanent residency or citizenship in the host country.
  • Cross-Border Commuting: Employees may commute across national borders on a regular basis for work. They may often reside in one country while working in another. This form of mobility is common in regions with close geographic proximity or strong economic ties.
  • Business Travel: Business travel involves employees traveling internationally for short-term purposes such as meetings, conferences, training, or client visits. While not typically considered long-term assignments, frequent business travel can still have significant implications for individuals and organizations.

Key Drivers of Global Mobility:

The potential of global mobility is vast, including talent acquisition, market expansion, knowledge transfer, cost efficiency, and cultural exchange. Let's explore how businesses can leverage these drivers to drive growth, innovation, and inclusivity across borders

Talent Acquisition and Retention Employers may leverage global mobility to attract and retain talent, filling skill gaps and providing career development opportunities for employees.
Market Expansion Global mobility allows businesses to expand into new markets, establish international operations, and capitalize on growth opportunities in different regions.
Knowledge Transfer and Skills Development International assignments facilitate knowledge transfer and skills development by exposing employees to diverse cultures, markets, and work environments.
Cost Efficiency Employers may deploy globally mobile employees to optimize costs, such as by leveraging lower labor costs in certain regions or reducing the need for expatriate packages through local hires.
Cultural Exchange and Diversity Global mobility fosters cultural exchange, diversity, and inclusion within organizations, promoting cross-cultural understanding and collaboration among employees from different backgrounds.

Challenges of Global Mobility:

Let's explore the challenges of global mobility, and how you can overcome these hurdles to maximize the potential of global talent.

  • Immigration and Visa Regulations: Navigating immigration laws, visa requirements, and work permits can be complex and time-consuming for both employers and employees. However, with professional guidance Eurofast experts provide, you will save time, efforts, and money.
  • Taxation and Compliance: Ensuring compliance with tax laws, social security contributions, and employment regulations in different countries presents challenges. Therefore, Eurofast keeps abreast of obligations in different European jurisdictions and is ready to guide you. 
  • Cultural Adaptation: Adjusting to new cultural norms, languages, and work practices can be challenging for employees relocating to a different country. With physical presence in 21 cities and personnel speaking English and other national languages, the culture-related issues will not interfere.
  • Family Considerations: Family considerations, such as spouse/partner employment, children's education, and healthcare access, can influence the success and sustainability of international assignments. Eurofast has been in liaison with educational institutions on-site and guiding through health insurance options for decades.
  • Repatriation and Career Development: Planning for the repatriation of employees after international assignments, as well as providing ongoing career development & support, are critical for retaining talent. This is where Eurofast experts come into light.

The content of this article is intended to provide a general guide to the subject matter. Specialist advice should be sought about your specific circumstances.

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