How Your Company Can Gain a Global Talent Advantage | Johann Daniel Harnoss | TED

翻译人员: Racheal Tang 校对人员: suya f.

Last summer I was in New York

去年夏天我在纽约，

and had a conversation that had me thinking ever since.

进行了一次会谈， 让我至今一直在思考。

I met Mubarik Imam,

我遇到了穆巴拉克·伊玛目，

one of the early engineers at WhatsApp,

她是 WhatsApp 的早期工程师之一，

and what she told me changed how I look at migration.

她所告诉我的事情， 改变了我对移民的看法。

She said to me,

她曾对我说，

“Johann, I will never forget

“约翰，我永远不会忘记

the first time I walked into the office at WhatsApp.

第一次走进 WhatsApp 办公室的情景。

It felt like a mini United Nations."

感觉就像一个迷你联合国。”

And she explained to me that it was precisely that global diversity

她向我解释说，正是全球多样性

that made them design the app

使他们设计这款应用程序时，

not just for the average US college kid in mind,

不仅考虑到美国普通大学生，

but for a truly global audience.

而是针对真正的全球观众。

And in that process, they asked questions few others would.

在此过程中，他们提出了 其他人很少会提出的问题。

Like, does the app work in the more rural parts of Africa,

比如，该应用程序是否适用于非洲、

Asia and elsewhere,

亚洲和其他地方的农村地区，

or will it work for a refugee on a boat

或者是否适用于船上的难民

sending a message back home to their family?

向家人发送信息？

The rest is history.

剩下的就是历史了。

WhatsApp became a product fit for the world,

WhatsApp 成为一款 适合世界各地的产品，

and chances are you, like me, might be using it every single day.

您很可能像我一样每天都在使用它。

Of course, WhatsApp is not just an outlier.

当然，WhatsApp 不仅仅 是一个例外。

Look at ChatGPT, Pfizer-BioNTech vaccines,

看看 ChatGPT、 辉瑞 BioNTech 疫苗、

Google search, YouTube, the iPhone, the list goes on.

谷歌搜索、YouTube、iPhone， 这样的例子不胜枚举。

Each one of these pretty remarkable products

这些非常出色的产品中，

was built by teams of immigrants and locals,

每一件都是由移民 和当地人团队并肩，

working creatively side by side.

且有创造性地工作所打造的。

And that's why leading companies today,

这就是为什么现今的龙头企业，

they don't just outsource internationally to save money on cheaper labor.

他们不仅仅进行国际外包， 以节省廉价劳动力的费用。

They do that,

他们这样做，

but what they also do is that they hire immigrants

但他们还聘用移民，

for their insights, experiences and unique perspectives.

因为他们的见解、 经验和独特的观点。

There are 280 million international migrants in the world today.

当今世界有 2.8 亿国际移民。

And many more, up to 750 million people,

还有更多人， 多达 7.5 亿人，表示，

say that they would move internationally if they could.

如果可以的话， 他们愿意出国移民。

I lead our research on global migration here at BCG, a global consulting firm.

我在全球咨询公司 BCG 领导 我们的全球移民研究。

And I also advise governments and companies on innovation

我还就创新和移民战略，

and migration strategy.

向政府和公司提供建议。

Outside of work, I co-lead a team of more than 100 volunteers.

工作之余，我还共同领导着一支由 100 多名志愿者组成的团队。

We are Imagine,

我们是 Imagine，

and we're a community of talent without borders.

我们是一个无国界的人才社区。

And every day we help skilled migrants from places like Afghanistan, Syria,

我们每天都在帮助来自 阿富汗、叙利亚、

Egypt, Pakistan, Nigeria or elsewhere.

埃及、巴基斯坦、尼日利亚 或其他地方的技术移民。

We help them find a new job abroad,

我们帮助他们在国外找到新工作，

come here and integrate into a new life.

来到这里融入新生活。

And from these experiences, I can tell you,

从这些经历中，我可以告诉你，

these 280 million people,

这2.8亿人，

they aren't just statistics.

他们不仅仅是统计数字。

They're real human beings with families,

他们是真正的人类，有家庭、

dreams and hopes of a better future.

梦想和对更美好未来的希望。

Yet, too often when they relocate, they are met with fear,

然而，当他们搬迁时， 他们常常会遇到恐惧、

prejudice or even outright violence.

偏见甚至公然的暴力。

Yet in my mind, migration does not have to be a zero-sum,

但在我看来，移民不一定 是一场零和游戏，

one game where one person wins and the other person loses.

一个人赢了另一个人输的游戏。

No.

不。

If we look at it differently,

如果我们以不同的方式看待它，

it can actually be a source of great strategic advantage,

它实际上可以成为公司和整个国家

both for companies and entire countries.

巨大战略优势的来源。

We looked at this recently in a joint report with IOM,

我们最近在与联合国国际移民组织

the International Organization for Migration of the United Nations.

国际移民组织的联合报告中 对此进行了探讨。

And in that report, we published two headline figures.

在那份报告中， 我们发布了两个标题数据。

One, migrants already today

第一，如今移民已经

create a massive boost to our local economies,

为我们当地的经济 带来了巨大的推动力，

totaling nine trillion US dollars a year in 2020,

到 2020 年，每年的 影响力将达到 9 万亿美元，

and that impact will only increase to 2050 to 20 trillion US dollars a year.

而这种影响只会增加到 2050 年， 达到每年 20 万亿美元。

And what's more,

更重要的是，

migrants can help us address pretty acute labor shortages

移民可以帮助我们解决经济中

that we see in our economies,

相当严重的劳动力短缺问题，

because it turns out, we don't have a lack of jobs.

因为事实证明， 我们并不缺乏就业机会。

In many countries,

在很多国家，

we tend to have a lack of workers.

我们往往缺乏工人。

And that lack of workers, it costs all of us dearly.

缺乏工人让我们所有人 付出了高昂的代价。

Three billion US dollars, not per year, but per day.

三十亿美元，不是每年，而是每天。

And that is doctor appointments not happening,

那就是没有预约医生、

packages not delivered or flights back home being canceled.

没有送达包裹或取消回家的航班。

So how can we make migration work better for everyone?

那么我们如何才能让移民更好 地为每个人服务呢？

That's exactly the question we looked at

这正是我们最近在 BCG 调查中

when we recently interviewed 800 executives in a recent BCG survey.

采访 800 名高管时 所考虑的问题。

And what they told us really surprised me,

他们告诉我们的内容真 的让我感到惊讶，

because 95 percent said,

因为 95% 的人说，

"Johann, we see the value in hiring globally,"

“约翰，我们看到了全球招聘的价值，”

but only five percent said,

但只有百分之五的人表示，

"And yes, we're already doing it strategically

“是的，我们已经在战略上这样做了，

and we're getting the results to show for it."

并且我们正在取得成果。”

So companies seem to struggle big time

因此，各公司似乎很难追随

to follow the lead of WhatsApp and others.

WhatsApp 和其他公司的脚步。

And when we dug deeper and wondered why, we initially thought it was a visa issue.

当我们深入探究并想知道原因时， 我们最初认为这是签证问题。

But then we took a closer look at the visa policies

但后来我们仔细研究了

of more than 25 countries,

超过25个国家的签证政策，

and we found that with the exception of the US and China,

我们发现除了美国和中国之外，

all the other countries actually give a pretty direct path to entry for work.

其他国家实际上都给出了 相当直接的工作入境途径。

If you have a bachelor's degree,

如果你有学士学位，

have a job offer

有工作机会，

and make just a little bit more than the average salary in the country.

工资只比全国平均工资高一点点。

All of these conditions can be quite easily fulfilled

所有这些条件对于

by recent university graduates

刚毕业的大学毕业生来说

with just two or three years of work experience.

只要两三年的工作经验 就可以很容易地满足。

So the visa process, could it be fast and easier at times?

那么签证过程有时会更快更容易吗？

Absolutely, yes.

绝对没错。

But is it the show stopper that keeps talent and opportunity

但这是演出的终结者吗？

away from each other?

使得人才和机会相互远离。

Clearly not.

显然不是。

So what is it then, if it's not a visa issue caused by government bureaucrats?

那么，如果这不是政府官僚造成 的签证问题，那又是什么？

In my view,

在我看来，

the issue lies in the world of business and within all of us.

问题在于商业界和我们所有人。

And that's actually the good news

这实际上是个好消息，

because it means that we can all change it.

因为这意味着我们都可以改变它。

Changing it starts with senior executives

改变它从高级管理人员开始，

because like any other business priority,

因为像任何其他业务优先事项一样，

it must come from the top or it ain't going to happen.

它必须来自高层， 否则就不会发生。

Let's take a look at Rakuten, for example.

让我们以乐天株式会社为例。

Rakuten is a Japanese e-commerce company that by now has expanded globally.

乐天是一家日本电子商务公司， 目前已向全球扩张。

But in 2010, the company was totally lost in translation,

但在 2010 年， 该公司完全迷失在翻译中，

translating documents across English and Japanese and back on a daily basis,

每天都要将文件翻译成英文和日文，

losing days of work,

浪费了好几天的工作时间，

and also making it pretty hard for global talent to join the company.

也让全球人才很难加入公司。

So the founder and CEO, Mickey Mikitani,

于是，创始人兼首席执行 官米基·三木谷

he stepped up and issued a decree.

站出来发布了一项法令。

He basically said, from today on, all meetings, presentations,

他基本上是说，从今天开始， 所有的会议、演示，

down to the canteen menus,

小到食堂的菜单，

they must be in English.

都必须是英文的。

Sounds easy? Is not.

听起来很容易？不是。

So for the next few weeks, absolute chaos ensued.

所以在接下来的几周里， 绝对的混乱接踵而至。

And for sure, you can imagine it was a pretty stressful transition

当然，你可以想象，

对于许多不以英语 为第一语言的高管来说，

for many executives not home in English as their first language.

这是一个相当有压力的过渡。

But over time, the decision paid off

但随着时间的推移， 这一决定得到了回报，

and the company turned from a formalistic, hierarchical one

公司从一个形式主义、 等级森严的公司

into one that is much flatter and more decentralized.

转变为一个更加扁平化、 更加分散的公司。

And if you visit their offices today,

如果你今天参观他们的办公室，

you will see people that migrated to Japan from places like Bulgaria, France,

你会看到从保加利亚、法国、 德国、印度、印度尼西亚

Germany, India, Indonesia and elsewhere.

和其他地方移民到日本的人。

And since then, the company has expanded into 30 countries

从那时起，该公司 已扩展到 30 个国家，

and is seen as the poster child of a modern, digital and global Japan.

并被视为现代、数字化 和全球化日本的典范。

Once senior executives are on board,

一旦高级管理人员加入，

human resource teams are next.

接下来就是人力资源团队。

In the past, these HR teams,

过去，这些人力资源团队

they could afford to basically just write a local language job description

基本上只需编写本地语言 的职位描述，

and hire from a talent pool largely 50 miles around the headquarters.

然后从总部周围 50 英里 的人才库中进行招聘。

Today, not so much.

今天，没有那么多。

And leading HR teams, for many positions, they actively hire globally.

对于许多职位，领先的人力资源团队 都在全球范围内积极招聘。

Let's take a look at Douglas.

我们来看看Douglas。

Douglas is Europe's number one beauty retailer

Douglas 是欧洲 第一大美容零售商，

with more than 1,800 stores

在超过 15 个国家

across more than 15 countries.

拥有 1,800 多家商店。

Yet in the pandemic, they had to close many stores

然而，在疫情期间， 他们不得不关闭许多商店，

and they made a hard turn towards e-commerce.

并艰难地转向电子商务。

And they knew that in order to do that, they had to dial up their tech teams.

他们知道，为了做到这一点， 他们必须联系他们的技术团队。

Yet, they really couldn't find the tech talent here at home in Germany.

然而他们确实没找到 德国本土的科技人才。

So to fix that, they did two things.

为了解决这个问题， 他们做了两件事。

One, they introduced a fully remote digital hiring process

第一，他们引入了完全远程 的数字招聘流程，

complete with hard and soft skill assessments,

包括硬技能和软技能评估，

and they also launched a new hiring campaign

他们还发起了一项名为 “The Code Behind the Beauty”

called "The Code Behind the Beauty" in order to attract a more global,

的新招聘活动， 以吸引更加全球化、

diverse set of applicants.

多样化的申请者。

Since then, they've hired a QA tester

从那时起，他们从我们 的 Imagine 人才库中

and product managers from our Imagine pool,

聘请了质检测试员和产品经理，

and they’re also broadly hiring more globally and hire developers

他们还在全球范围内 广泛招聘更多员工，

and for other roles completely internationally.

并完全在国际范围内 招聘开发人员和其他职位。

And as a result they managed something pretty rare for an offline retailer,

结果，他们成功地实现了 线下零售商罕见的目标，

and that is translating their offline strength

即将线下优势转化为

into true online growth potential.

真正的线上增长潜力。

And the cherry on top?

那锦上添花的是？

Doing all of that by following the latest and freshest HR best practices

通过遵循最新、最新鲜 的人力资源最佳实践来实现这一切，

that benefit not just foreign workers,

这不仅有利于外国工人，

but all of their talent base.

而且有利于他们的所有人才基础。

Finally, let's look at you and me

最后，让我们看看你和我，

and all of us who don't work in HR teams

以及我们所有尚未 在人力资源团队工作、

and don't lead global companies just yet.

尚未领导跨国公司的人。

So the next time you're hiring for one of your teams,

所以下次当你为你 的一个团队招聘时，

ask your HR colleagues to maybe also shortlist a couple of global candidates

让你的人力资源同事也可以列出 一些全球候选人的候选名单，

and when you interview them, be ready to be surprised.

当你面试他们时，准备好感到惊讶。

A couple of months ago,

几个月前，

I spoke to a group of female developers from Afghanistan

我采访了一群来自阿富汗、 寻求海外职业发展的

seeking a career abroad.

女性开发者。

And yet, despite the unimaginable horrors of their daily lives

然而，尽管他们的日常生活 充满了难以想象的恐怖

and the injustice that they're facing,

和他们面临的不公正，

they actually brought a degree of positive focus and skill and creativity

他们实际上给会谈带来了 一定程度的积极关注、

to the conversations I could only deeply admire.

技巧和创造力，我对此深表敬佩。

Yet, frankly, in other circumstances, it turned out differently.

然而，坦率地说， 在其他情况下，结果却有所不同。

And people were clearly not mentally or culturally ready for a life abroad.

人们显然在精神上或文化上， 还没有为国外的生活做好准备。

Over time, I personally learned to check my own biases at the door,

随着时间的推移， 我个人学会了在门口检查自己的偏见，

and I'm still working on it.

并且我仍在努力。

But let me give you an example.

但让我举个例子。

When people address me by email, as "esteemed sir" or "doctor,"

当人们通过电子邮件称呼我为 “尊敬的先生”或“医生”时，

I don't immediately cringe or think that they might not be culturally ready.

我不会立即感到畏缩或认为 他们可能在文化上还没有做好准备。

No, I learned over time that they only mean it as a sign of respect.

不，随着时间的推移我了解到 他们只是为了表示尊重。

Yet, let's face it, the culture gap is real

然而，让我们面对现实吧， 文化差距是真实存在的，

and it can always help to get some culture coaching.

获得一些文化指导总是有帮助的。

In fact, I'm a culture coach myself, sometimes in my own family.

事实上，我自己就是一名文化教练， 有时是在我自己的家里。

So a couple of years ago,

几年前，

my brother Jonathan was applying for a job in the US

我的兄弟乔纳森正在美国申请一份

as a research scientist,

研究科学家的工作，

and initially he was struggling just a little bit.

最初他遇到了一些困难。

So I took a look at his emails and I could tell he was writing them

所以我看了他的电子邮件， 我可以看出他是用

from a very German mindset.

非常德国的心态写的。

Let me give you an example.

让我举一个例子。

He wrote something like, "Dear Dr. Smith,

他写了类似的话， 亲爱的史密斯博士，

I am writing to you in relation to my previous letter from April 22.

我写信给您是关于 我 4 月 22 日的上一封信。

I haven't heard a reply from you since."

从那以后我就 没有听到你的回复了。”

True story.

真实的故事。

It's not just too formal,

这不仅太正式，

it's borderline rude by American standards,

而且按照美国的标准来看，

even though in Germany, believe it or not, you still might get away with it.

这几乎是粗鲁的，即使在德国， 无论你相信与否，

你仍然可能逃脱惩罚。

So I told him to rewrite his emails in a more global standard.

所以我告诉他用更全球化 的标准重写他的电子邮件。

Something like "Dear John, I hope you had a great weekend.

比如“亲爱的约翰， 我希望你周末过得愉快。

I'm following up on my blah blah blah."

我正在跟进我的...（诸如此类）。”

You get the message.

你收到消息了。

And with that, and because it’s great, he got the job.

就这样，因为这很棒， 他得到了这份工作。

And what's so unique about this

其独特之处在于，

is he did not have to learn a new skill, spending years on it.

他不必花费数年时间 来学习一项新技能。

All that it took was somebody pointing out to him

所需要的只是有人向他指出

the small but significant changes in the way he presented himself.

他表现自己的方式上 微小但重大的变化。

And now, after a couple of years, he's a great culture coach himself.

现在，几年后，他自己也成为了 一名出色的文化教练。

And in fact, I think that is something we can all aspire to.

事实上，我认为这是 我们所有人都可以渴望的。

Because migration is indeed one

因为移民确实是

of the great possibilities of our lifetimes.

我们一生中最大的可能性之一。

One that we can all contribute to

我们都可以为之做出贡献，

and one that clearly has in business

并且在商业中明显拥有

so-called "first mover advantage."

所谓的“先发优势”。

And that's why I predict that companies who embrace the most global,

这就是为什么我预测 那些拥抱最全球化、

most educated generation ever,

受教育程度最高的一代的公司

they will win in the marketplace,

将在市场上获胜，

while others who still stand on the sidelines, they won't.

而其他仍然袖手旁观的公司则不会。

I call that global talent advantage,

我称之为全球人才优势，

and it applies as much to companies as it does to entire countries.

它不仅适用于公司， 也适用于整个国家。

I think it's time that we change perspective

我认为现在是我们 改变观点的时候了，

and see migrants not as a threat or as a burden,

不要将移民视为威胁或负担，

but as an opportunity.

而是将其视为机遇。

An opportunity to build more vibrant and innovative nations,

这是一个建设更有活力 和创新能力的国家的机会，

and also an opportunity to do our little share

也是一个尽我们微薄之力

to make the world a better place for all.

让世界变得更加美好的机会。

Thank you.

谢谢。