Which came first? A: companies looking globally for talent? Or B: talent looking globally for work? It seems that the talent age that we’re in is now clearly a global—and mobile—talent age. Substantial numbers of workers would move significant distances for work.

The counterpart: a dramatic increase in the percentage of companies by headquarters location reporting that they have or will establish a global pool of talent within the company, according to The Boston Consulting Group/World Federation of Personnel Management Associations report "Creating People Advantage: How to Address HR Challenges Worldwide Through 2015”.

In North America, for example, it’s up from 19% in 2007 to 41% in 2010-2015; in Europe, 28% in 2007 to 49% in 2010-2015; and in Emerging Asia: 40% in 2007 to 69% in 2010-2015.

Obviously global talent pools provide access to a large candidate pool. However, they don’t need to be exclusively for new hires. Organizations that have platforms supporting and providing visibility into global talent pools can include their current workforce alongside external candidates.

Ultimate mobility can mean having the best talent in the right location, regardless of geography. So maybe it’s time to think global and act global and get on the road to global talent implementation.