WHAT YOU NEED TO KNOW ABOUT INTERNAL
MOBILITY
EMPLOYEE GUIDE
Introduction
At ZenithOptimedia we believe that experiencing the world we live in is source of
inspiration and creativity.
It is also the best way to learn fast and share insight and best practices.
In our fluid environment, real life experience is important to help us learn and
grow within our offices, countries and Network.
We aim to be a Learning Company. Offering mobility opportunities to all level of
employees in all of our regions contributes to enlarging our perspectives,
challenging given ideas and enlightening our thoughts.
We would rather keep our Talent internally than lose them to our competitors.
Internal mobility is within ZenithOptimedia and across Publicis Groupe brands
For questions about International Mobility please
contact Charlotte Vitoux
Fluid Talent Officer
charlotte.vitoux@zenithoptimedia.com
What is the objective of fluidity?
BUSINESS OBJECTIVES
EMPLOYEE OBJECTIVES
Grow the business and support the
transfer of desired skills to new or
difficult markets
Develop new skills through
challenging engagements and
interaction with new teammates
Resource new business wins for
success
Enhance career options through
increased visibility within the
ZenithOptimedia and Groupe
network
Improve retention rates by
providing development
opportunities for key employee
Access specialized talent in a
region that may be needed on an
ad-hoc basis
Grow personally through exposure
to new assignments, new teams,
or new markets and diverse
cultures
What attributes make you a good candidate for
international mobility?
Whilst we would love to send everyone on assignments at our various offices, it is not a guarantee. There are certain
attributes that you need to possess, beyond being mobile, in order to be considered for an international transfer.
High
performer
Like
challenges
Competent in
English/other
local
language
Be open
Be brave
Be a risk
taker
How do you engage in the mobility process?
Step 1: SPEAK OUT
Step 2: LOOK OUT
•You must inform your direct line
management of your willingness to apply
for a mobility opportunity within
ZenithOptimedia or the Groupe.
•You regularly checks internal offers on
Lion Talent for positions open to internal
mobility.
•You should raise this during your yearly
performance appraisal when discussing
career development and next steps (see
“code of conduct” for more information)
•You engage with colleagues around the
network to understand needs and
business opportunities which could
support your desire of international
mobility
Step 3:
ENTER THE
PROCESS
The employee, the HR teams and the
managers enter in a lining conversation
in full transparency and respect of the
business needs and of the employees
career development opportunities
Please note: When you are relocated, you do
not bring your salary with you. You will be
put on a local contract with a salary which is
in line with the market. In some cases your
salary may increase and in some it may
decrease.
Where do you find the offers?
If you DO have a Lion Login, connect to LION
TALENTwww.publicisgroupe.net/talent and enter your Lion Login
details
If you DON’T have a Lion Login, connect to the Publicis Groupe
external career website: www.publicisgroupe.com/en/career/talent
and when applying make sure you answer YES to « Are you a
current Publicis Groupe employee? »
Where do you look for the offers?
•
Enter the process (same with or without Lion Login)
How does the process work?
Brand/Agency
requires specific skill
set/profile for a
position
Employee desires to
use mobility to
meet changing
professional goals
Open application/Apply for a specific job
Posting
Hiring process
Code of Conduct – Mobility Process
Open to any employee within Publicis Groupe brands or agencies
with preferably a minimum of 12 months in its current position.
An Exploratory and confidential discussion between hiring brand
and employee can take place in order to get a better
understanding of the job offer and determine if mutual interest
exists.
•If no follow up, no obligation to inform current manager.
•If the employee and the hiring brand want to pursue a formal
hiring process then:
The employee must inform his manager prior to commencing the
interviewing process.
The recruiter must notify the home brand/agency HR team of the process.
Code of Conduct – Family Spirit
Family spirit means, for the
employer:
• No black listing: home Brand/managers cannot penalize employees who have
expressed interest in mobility.
• No counter offers: home Brand cannot extend counter offer to employees once
hiring Brand interviewing process commences. Home Brand can adjust
employee’s role and/or compensation only after the process has reached an end.
• No poaching : the employee is initiating the process.
Family spirit means, for the
employee:
• No multiple offers: the internal candidate can explore multiple positions at one
time but as soon as he receives one final offer, he should stop the discussion
with other brands/agencies until he accepts or rejects the first offer.