LIVING & WORKING ABROAD

Transcription

1 LIVING & WORKING ABROAD ATTITUDES TOWARDS GLOBAL JOB OPPORTUNITIES, RELOCATION AND GLOBAL MOBILITY

2 INTRODUCTION THE WORLD IS SHRINKING. TECHNOLOGICAL ADVANCES, LOW COST TRAVEL AND TRADING ALLIANCES WITH MANY OF THE WORLD S GLOBAL MARKETS HAS FUELLED THE DEMAND FOR INTERNATIONAL CAREER OPPORTUNITIES. UPROOTING AND MOVING TO THE FAR REACHES OF THE GLOBE FOR THE RIGHT JOB IS NOT ONLY COMMONPLACE FOR TODAY S CANDIDATE POOL, IT IS A TREND THAT MANY COMPANIES AND CANDIDATES ARE ACTIVELY PERSUING. In readiness for the launch of New Chapter s first overseas office, the following research was undertaken to determine the attitudes of candidates within the FMCG market towards overseas relocation. With over 300 responses, the findings reflect a significant sample within the candidate market. Whether you re a candidate considering moving abroad, or if you re considering the possibility for the very first time, the following report will provide you with helpful insights into the issues you may be facing. For clients wishing to attract a global pool of talent, the report offers insight into the issues and motivational drivers affecting potential employees from overseas. The report guides clients through some of the key considerations that need to be addressed to successfully attract and engage global talent pools. (All data has been rounded to the nearest 1%)

3 PART 1: LOCATION, LOCATION, LOCATION Of 321 responses from candidates working within the UK FMCG sector, almost half (47%) have worked abroad at some point during their careers. Candidates had worked across multiple regions of the globe including: Australia Africa Hong Kong Dubai Saudi Arabia Belgium New Zealand Germany Japan North America France The Netherlands When asked Would you consider relocating abroad for the right career opportunity a staggering 90% responded Yes : NO 3% YES 90% UNSURE 7% Only a very small margin of respondents (3%) stated that they would not consider moving abroad, even for the right job opportunity - a very low proportion of the sample. The results indicate that there is a significant opportunity for global businesses to attract candidates from overseas and while candidates might not actively be looking for jobs outside of their native country, the findings illustrate that if approached, the majority would consider it.

4 Where would you most like to work? Respondents were given a selection of options and asked to rate the Of desirability 321 responses of each from location candidates as a place working to work. within The the results UK FMCG showed a sector, surprising almost cross half section (47%) of have preferences worked abroad with the at UAE some (Dubai) point during and their Australia careers. ranking marginally ahead of North America, Continental Europe and finally Asia. Candidates had worked across multiple regions of the globe including: Australia UAE (Dubai) 24% The UAE (specifically Dubai) ranked as the most desirable of regions to work in from the survey sample - largely due to the fact that the tax-free earning potential within the region is widely recognised as a key attraction to the area. Employees from the UK especially are particularly attracted to the area for this reason, seeing it as a short term (2-3 year) opportunity to build cash reserves in order to return to the UK and secure a place on the housing ladder - something that many of the UK s population struggle to achieve. When asked whether there were any other specific locations that they would be attracted to, the sample ranked the locations below as the top 5: Australia 23% 1. Switzerland North America 21% 2. The Netherlands Central Europe Germany France 18% 4. Canada 3. South America Asia 14% 5. Scandinavia

5 PART 2: ATTITUDES TOWARDS WORKING ABROAD Of The 321 motivational responses drivers from candidates behind each working individual s within desire the UK to FMCG work sector, overseas almost varies half vastly (47%) from have person worked to person. abroad at A some high percentage point during of their individuals careers. (85%) would be highly attracted to a move abroad because of the personal lifestyle/experience and rank personal motivations Candidates ahead of the had opportunity worked across to earn multiple more or regions career of progression. the globe including: Of the following key morivations, which would you consider highly influencial in your decision to work abroad? Personal Experience/ Lifestyle 85% Higher/Tax Free Earnings 67% Career Progression 81% A Hot Climate 48% When asked about the issues that would cause most concern when considering moving abroad, the results showed a broad cross-section of attitudes: How significantly would each of the following concern you in your decision to move abroad for work? I d be concerned about leaving family and friends behind: 47% agree/strongly agree 13% are unsure 40% would not consider this a concern I d worry that the cost of living would be too high: 34% agree/strongly agree 25% are unsure 59% would not consider this a concern I d be concerned about me/my family integrating/meeting new friends: 19% agree/strongly agree 17% are unsure 64% would not consider this a concern I d be concerned with how easily I could return to the UK: 22% agree/strongly agree 18% are unsure 60% would not consider this a concern

6 PART 3: EXPECTATIONS OF FUTURE EMPLOYERS Attracting people to relocate and work for organisations abroad requires careful thought and consideration of multiple factors. In part 3 the survey focused on how employers may assist candidates throughout the recruitment process and asked respondents to rate which of the following essential or desirable requirements they d expect to be offered as part of the recruitment process. The folllowing were found to be expected or essential candidate requirements: ESSENTIAL REQUIREMENTS Dubai Africa I d expect help finding accommodation I d expect the employer to cover relocation expenses I d expect the employer to offer to pay for annual return visits to my native country North I d expect America the employer to cover the cost of travel/ expenses for interviews In addition to the requirements, considered by the majority of respondents as essential to the recruitment process in order for them to consider a move, the following were listed as desirable factors that if provided, would significantly entice candidates to consider a move: DESIRABLE REQUIREMENTS 1. The employer to cover the cost of a visit to the location prior to making the final decision 2. The employer to cover housing costs for a period of time following the move 3. For those with families (roughly 50% of the sample), that the employer provide assistance with locating suitable schooling for their children

7 TOP TIPS FOR EMPLOYERS CONSIDERING OVERSEAS CANDIDATE ATTRACTION Tip 1: Be open minded The potential overseas candidate pool is significantly larger than most believe. With over 90% of candidates stating that they are willing to consider a move for the right opportunity, clients should keep an open mind as so where the best and most suitable talent may be located. Tip 2: Location, location, location Employers should focus on promoting the location and lifestyle as well as the job itself. 85% of candidates would be motivated to move on the basis of experiencing a new lifestyle, so be sure to point out what the country culture and lifestyle offers. Tip 3: Be very clear about future prospects & earning potential Career progression and the opportunity for greater rewards play a significant role in the decision making process of candidates looking to move abroad. Clients should clearly demonstrate the financial and career progression benefits that their roles represent to foreign candidates. Tip 4: Suppport integration A large proportion of candidates would be most concerned about leaving family and friends behind should they move. Clients should consider how they can help candidates overcome the issue - perhaps by offering regular paid trips back to their native country, or by providing support integrating into their new community. Tip 5: Carefully consider the recruitment and relocation package The cost of funding candidates to visit prior to final commitment may significantly increase the cost of each hire. However, the willingness or reluctance of employees to do this may well prove the determining factor to success. Clients should carefully consider developing attractive relocation packages that include relocation expenses and even the cost of housing for a period of time, if they want to competitively attract overseas candidates. FOR MORE INFORMATION, TO SPEAK TO NEW CHAPTER ABOUT CAREER OPPORTUNITIES ABROAD OR TO DISCUSS HOW WE CAN HELP BUILD GLOBAL RECRUITMENT CAMPAIGNS, PLEASE CALL US ON +44 (0)

8 New Chapter Consulting is a leading recruiter specialising in the Consumer/FMCG, Retail and Medical Sectors. We believe in helping people and companies realise their potential and achieve their future ambitions. This important belief, coupled with an underlying commitment to service excellence in everything we do and a values-driven approach makes us truly unique within the recruitment industry. CONTACT US LEEDS Wellington Park House Thirsk Row Leeds LS1 4DP T: +44 (0) F: +44 (0) E: info@newchapter.co.uk W: newchapter.co.uk