Hydrogen\'s Global Mobility 2012


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Hydrogen\'s Global Mobility 2012

  1. 1. Global professionals on the move —2012Copyright ©2012 Hydrogen Group plc. All rights reserved — www.hydrogengroup.com
  2. 2. Contents Executive summaryES Executive summary01 International experience key to career success02 t any given moment there are around a million people in the air, all flying to Migration more widely spread A ever more far flung destinations. Some go for a weekend, some for a fortnight. than ever before A growing number make a career out of it. Where previously people used to move between floors in an organisation, now they are as likely to move continents.03 Top destinations missing The third annual ‘Global Professionals on the Move’ report is set against this out on talent backdrop of global migration of professionals. Its aim is to look at the experience, attitudes and priorities of highly qualified, high earning professionals with regard to working abroad and to review the trends year on year.04 Working abroad is not International experience is more and more a prerequisite for senior professionals. just for the young Over the last two years, survey respondents have highlighted the increasing importance of their international experience, this year, the trend is also supported by clients, with 59% of them saying that they too recognise its worth.05 Women working abroad Given the career value of gaining international experience, it is significant that the report earlier in their careers highlights what a positive personal experience it can be. In fact it seems that once tried, people are in no rush to return to their country of origin. 90% of respondents would go abroad again and would recommend the experience to others, and one in three now06 People moving abroad stay consider the country where they live to be home, with only 18% of those already abroad longer than expected wanting to repatriate in the near future. Remarkably, for 50% of those working abroad, the experience has been so positive that they are planning to apply for permanent residency. However, there are challenges to be faced. Although down from last year, 31% of those07 already abroad said the biggest barrier to moving was finding a job. This could be a sign Even the best employees are of a global recovery in the economy but it also supports another key theme to emerge; the looking for greener grass importance of using recruitment specialists to help people in their search for a new role. Reviewing the demographic data highlights the increasing dominance of the over08 Recruiters play a key role 30s in overseas assignments. Conversely the report reveals that professional women working overseas do so much earlier in their careers than men. In fact, the report shows that of the women who were working abroad when responding to the survey, only 15% are over 40, compared to nearly 50% of the men.09 Energy sector leads way We have pulled together the key trends around demographics, countries of choice in overseas relocation and the benefits of working abroad to allow you to understand and be able to capitalise on the increasing importance of international experience.10 Hydrogen Group Technology eases relocation —April 2012CS Country spotlight - Australia, Germany, Hong Kong, Singapore, United KingdomAP Appendix 2
  3. 3. Relocating abroad01 International experience key to 42% career success Already relocated Yes I would relocate 39% Would consider relocating abroad 13% No I wouldn’t relocate abroad 6%90%> Relocation accelerated personal development T here are many reasons why professionals choose to live and work overseas. Some stated that their employers see international experience as important or very important. of the day it is a market of 22m compared to 3.9bn in Asia, so moving to Singapore “But they don’t because they get put off by all the hurdles in their path. Certainly there are “More people recognise that an overseas stint on their CV86% go for new experiences and adventure, some This has increased from 63% in 2011. will take my career to the next level.” many hurdles to overcome. It’s not easy. But can open up a whole tranche to learn a language, others simply for better Hydrogen clients confirmed this trend: the reward is worth the effort.” of otherwise unavailable weather. But by far the most popular reason 59% of employers see international He continues: “I’m 28 and have no children, senior roles,” says Raymond is to develop their careers. After all, at many experience as important or very important, so this is an ideal time to be making moves Morrell is not alone. For the overwhelming Madden, Visiting Professor at companies, international experience is a and 57% of them see international that develop my career. We’ll stay here for majority who go to work overseas it is a ESCP Europe prerequisite for tenure of the top jobs. experience on a CV as an important or three to five years and then see what happens. positive experience: 98% of those we surveyed very important means of distinguishing Whatever we do, I can’t see us going back to said not only that relocating had been a> “More people recognise that an overseas between candidates of similar ability. the UK in the near future. Asia is where the positive part of their lives, but also that they Improved stint on their CV can open up a whole tranche career opportunities are in my industry. In would recommend relocating to others. career prospects of otherwise unavailable senior roles,” The world’s economy is coming together at more developed regions like Europe, North83% says Raymond Madden, Visiting Professor an unprecedented rate, and it is becoming America and Australia, much of the broadcast The extent and depth of the benefits of at ESCP Europe, which conducted the increasingly clear that the top jobs of technology we sell and implement is already in relocation were striking. 90% reported research project. “This is the third year in tomorrow will go to those who have lifted place, but in Asia it is still a growth market.” that relocation accelerated their personal a row we have done this survey, and we are their horizons beyond their country of birth. development, and 86% said that it improved seeing a visible growth in understanding Clearly, those in their 20s and 30s who want their career prospects. 83% saw their salaries the value of working overseas.” “It has fast tracked my career,” says Ben to be at the top of their professions, need to rise, and 78% enjoyed an improvement in their Morrell, a UK national by birth who moved to be spending time gathering this international living conditions.> Saw their salaries rise 94 % of those who responded to the 2012 survey are considering relocating or have already done so, and they are taking the step Sydney upon graduating in 2006, and then, in August 2011 moved to Singapore to work as a Bid Manager for a global broadcast experience. Some like Morrell thrive on it; others see it as an insurmountable obstacle. to gain international experience because technology vendor. “I left the UK because I “I have many friends back home who would they recognise it as a key factor in career didn’t see the career opportunities there,” he love to do what I’m doing,” says Morrell. success. Supporting this, 72% of respondents explains. “Australia was great, but at the end3 4
  4. 4. Top 15 destinations02 “People now need to go where the revenue is. Five years ago this might have been New York, London and Hong Kong; now it is also Migration more Shanghai, Houston, Vietnam and so on.” Dan Church, Director Hydrogen widely spread than ever before 13% USA 9% Australia 9% UK 6% Singapore 5% Canada hilst it might be expected that the was just 13%, a 5% fall in only 12 months. The global economy had not W global economic downturn is affecting The UK and Australia suffered falls of one influenced respondents’ people’s enthusiasm for working overseas, or and two percentage points respectively. decision to work overseas at least denting the ability of companies to hire, the 2012 survey indicates that this is not Interestingly, the main growth region was at all the case. In 2010 61% said the global Africa. Whereas in the past African countries 4% Switzerland 4% Hong Kong 4% France 3% UAE 3% Germany economy had not influenced their decision; have been barely mentioned by survey by 2012 this figure was still as high as 55%. respondents, this year they amounted to almost 8% of the responses. This almost However there are some signs that acquiring a certainly reflects the vast investment that new job overseas is taking professionals longer China and other countries are making in 55% than before. In 2010 41% of our respondents had been looking for more than three months, and by 2012 this figure had risen to 47%. the continent and the consequent growth in employment opportunities there. It is interesting to look at preferences by For Dan Church, Client Services Director at nationality. For example, French respondents Hydrogen, the most significant impact of the indicated that Brazil would be an attractive global financial crisis has been that migration destination, perhaps reflecting the fact that is spread more widely than ever before. Brazil already hosts 350 French companies “People now need to go where the revenue is,” and around 25,000 French citizens. he explains. “Five years ago this might have Another noteworthy finding is that people been New York, London and Hong Kong; now it from Singapore prefer to stay in the region, 3% Spain 3% New Zealand 2% China 2% Brazil 2% Italy is also Shanghai, Houston, Vietnam and so on.” identifying Hong Kong, China and Australia as their preferred relocation destinations. Accordingly, the 2012 survey revealed that This chimes neatly with the growing trend while the three most popular places for for corporates in Asia to prefer to recruit respondents to live and work remained the indigenous workers and demonstrates US, the UK and Australia, their dominance the global importance of the area. is waning. Last year 18% chose the US as their number one destination; this year it5 6
  5. 5. Visa restrictions “In many ways, New York was an ideal option for me, but I knew the visa would take a long time and involved a lot of03 hassle. I would also have to sit a new exam. So in the end, I chose Hong Kong.” Hydrogen placed candidate, Hong Kong Top destinations missing out on talentVisa/work permitrestrictions preventing relocation12% 201217% 2011 Visa USA he third most popular reason to prevent years but I realised I didn’t want to be there for would be almost impossible,” he argues. “For T relocation, according to respondents, 10 years. Once you’ve been there longer than example, it would be far more sensible for theis visa/work permit issues (12%), and it three years you become overly specialised US authorities to look at finance, pharma andseems as though this is particularly an in the laws of that region and you can find the extractive industries and see what couldissue for the US and Australia – the top two it hard to find a job in other jurisdictions.” be done to make it easier for global talent indesired destinations in the 2012 survey. those sectors to come and work in the US.” AustraliaRaymond Madden, Visiting Professor at He continues: “In many ways,New York wasESCP Europe and the academic in charge of an ideal option for me, but I knew the visa Of course one country’s loss is anotherthe survey, comments: “It is clear from our would take a long time and involved a lot country’s gain. The fact that many highlyresearch that the US is missing out on talent of hassle. I would also have to sit a new skilled, talented and motivated executivesbecause of its stringent visa controls.” exam. So in the end, I chose Hong Kong.” cannot access jobs in the US and Australia means that they are looking for roles inThis was certainly an issue for one lawyer, Both the US and Australia could gain access to other regions. Most notably the UK was,now at a US firm in Hong Kong, who moved a wealth of talent by relaxing their visa rules. until recently, as difficult to enter as the USthere from Dubai last year. He explains: “I However it would be difficult to do politically, and Australia. The recent relaxation of UKqualified with a London firm in September and Madden argues that it would only be rules has yielded benefits for the country.2007 and moved with that firm to Dubai in necessary in a few select sectors. “Trying2009 . I was happy in Dubai for a couple of to implement a relaxation across the board7 8
  6. 6. Age range of respondents working abroad04 22% 34% 24% Working abroad 16% is not just 4% for the young 20s 30s 40s 50s 60s ot so long ago overseas work was Corporates now look to fill their senior “In my many years of working in different to be well rewarded and so typically retire “I would say that more than N seen as something for the young. It roles with executives who have a global countries around the world I have learnt that before they turn 60. This means that a huge half of the professionals was UK teenagers picking grapes in France, perspective, and often recruit these directors often in foreign countries there are things percentage of the energy sector’s workforce in the Oil & Gas sector American graduates teaching English in and senior managers from overseas. At the about the way of life that you don’t agree with, will disappear in the next few years.” are over 45” Japan, or twentysomething Australians same time, those who aspire to fill these but you need to understand and respect them. Rory Ferguson, Director using their accountancy skills to spend top jobs are working overseas, putting This is the first rule of working overseas.” He continues: “So all the companies are Oil & Gas at Hydrogen a few years in Europe. The 2012 survey that global perspective on their CV. fighting over the next generation – the 35 shows that this is no longer the case. While the change in demographics is true to 45 year olds. They typically have the Global mobility amongst professionals Juan Moyano has spent 30 years working of many other sectors beyond energy, Rory necessary experience to do the key jobs, is increasingly driven by the over 30s. around the world on a variety of contracts. Last Ferguson, Director of Oil & Gas at Hydrogen but can also be expected to remain in the year he made his latest move, from Argentina reports that the trend is particularly evident in sector for a reasonable amount of time. 34% of respondents are in their 30s, 24% to Venezuela where he now works as Senior his sector and that it is becoming a pressing However, as there are fewer of them, we are in their 40s, and 21% over 50. This reflects Reserve Engineer for a French company. concern for employers. “I would say that more seeing fierce and intensifying competition the fact of increased global mobility. than half of the professionals in the Oil & to land the top talent in that demographic.” Gas sector are over 45,” he says. “They tend9 10
  7. 7. Women working abroad05 Women working abroad earlier 21-30yr 31-40yr 41-50yr 15% in their careers 36% 44%“I’ve moved my family four he exception to the trend of older even consider working overseas without all 36% Percentage of women already working abroad aged between 21 and 30or five times internationally. T talent being overseas is women. the support I get from my husband and kids.Finding a house or suitable Only 15% of women working overseas are We’re a team wherever we go. All I have toapartment, a school for my over 40, compared to nearly 50% of the do is focus on the geoscience at work.” 17%ten-year-old, visa and work men. In fact by and large women workingpermits, health care, getting overseas are young, single and childfree. She continues: “I’ve moved my family four or Percentage of men already workingaround and getting to know five times internationally. Finding a house or abroad aged between 21 and 30the neighbours - it’s a huge 36% of women who are already abroad suitable apartment, a school for my ten-year-process of adjustment.” are between 21 and 30, while this applies old, visa and work permits, health care, gettingDianne Weinert, Consultant, to just 17% of the men. Equally 22% around and getting to know the neighboursGeophysicist of women working overseas are single, - it’s a huge process of adjustment.” compared to just 9% of men and, while 40% of female respondents in this sector She has 25 years’ experience as a seismic 17% have no children, the same is true for just interpreter, and is highly in demand in the 20% of the men. Perhaps the most telling energy sector. However, many women with 26% statistic in this regard is that only 23% of skills, experience and talent like hers lack respondents working overseas are women. the support her family provides and so 36% are not available to global recruiters. As was the case in last year’s report, women are just as, if not more, keen to relocate Those that do go abroad at a later stage, often than men are: 53% of women expressed a do so because they are following the career desire to relocate compared to 49% of men. relocation of their partners. 14% said that they Furthermore, for those who do move, it tends had relocated for this reason, compared to just to work out well: even if 59% of women 3% of men, which suggests that there is still who have moved overseas feel occasionally strength in the traditional image of women homesick (compared to 40% of men), 90% trailing behind their spouses’ careers. However, of them would repeat the experience. it should be noted that half the women who have followed their partner overseas feel Dianne Weinert, a consultant geophysicist, satisfied, whereas only a fifth of men who had has spent years working in places from Perth followed their partner abroad were satisfied. to Tripoli, Houston, Copenhagen and now Sydney. She says: “If I’m honest I wouldn’t11 12
  8. 8. 06 People moving abroad stay longer Even the best employees are looking 07 than expected for greener grass 45% andy and Hussein Jaber are brothers born able to find talent in global and developing R in the Lebanon with Canadian citizenship. markets is a concern for 41% of corporate Simon Whitehead, Partner at EOS Both are talented professionals with skills that executives and talent managers. 72% Law, which specialises in advising the are in demand in the construction industry. foresee a severe or a moderate shortage recruitment sector, agrees that the trend So when they became dissatisfied with their in R&D talent while 56% think it will be a is very much for the top employees to work and lives in Saudi Arabia, and looked for problem among executive leadership. be looking overseas. “More high flyers interesting roles, whilst also allowing them are looking for a move” he says. “At the of respondents have and their families to all live near to each other, their new employer in Morocco was prepared “What we are seeing is an unexpected talent paradox. Even though unemployment rates same time, however, they are seeking more safeguards than ever before from already been overseas for to put in the effort to bring them on board. remain relatively high in the US, companies are struggling to find the skilled workers they prospective employers before jumping ship. While candidates are itching for a more than five years Hussein Jaber says: “I wanted to move need to fill critical jobs worldwide,” said Jeff move they are taking longer to convert because my old job was not well organised or Schwartz, a principal in the human capital because of the risk associated with leaving properly structured. I also wanted to increase practice of Deloitte Consulting LLP and global the comfort of an employer and the risks my salary and to work with a company that co-leader and U.S. leader for talent services. inherent in joining a new employer.” recognises the value of its employees. So I started searching and was very happy to be Our survey showed that it is these top He continues: “To lure candidates to taken on by my new employer in Morocco.” performers who make up the bulk to today’s make a switch, recruiters and employers global movers, 45% of our respondents who are being more creative with incentive He continues: “The company did everything are working overseas have more than 16 packages and working harder at reassuring possible to make the move as smooth as years’ experience and only 18% have less candidates about the benefits of a move. possible. It sent me a detailed orientation than five years’ experience. These figures There’s been a marked increase in the document telling me everything I needed have risen since 2010 when 48% had more number of contracts being suggested by to know about Morocco and my job. Right than 16 years and only 9% had less than recruiters and employers to guarantee from the start the company smoothed out five, but this perhaps reflects the growing bonus levels, minimum term contracts all the difficulties, meaning that I could awareness amongst younger workers that and, at the senior executive end of the settle in quickly and focus on my work.” they need to get experience overseas. hen Christophe Mura left France back in going respondents anticipated staying two-year assignment. More and more people market, golden parachute payments.”W 1996 to study in Edinburgh he expected overseas only for up to five years, in fact a are spending their entire careers working His experience is not unusual. No longer In the same way, 30% of our respondents holdthat he would soon return to France, probably sizeable 45% of respondents have already overseas, doing stints of several years at a is an overseas stint the sole preserve of professional qualifications: 35% have Mastersat the end of his course. 16 years later he is been overseas for more than five years. time in one country before moving to a new those struggling to make the grade back degrees, and 5% have Doctorates. Interestingly,now working in Copenhagen as a Senior Drilling region where they gain fresh perspectives and home, or those looking for a quiet spell in only 8% hold MBAs, down from 11% threeEngineer, and he is yet to relocate back home. “It’s not an easy life, but it is usually an experiences. Very often they are hesitant at the the sun. Today, it is the most experienced, years ago, perhaps reflecting the decreasing interesting one,” comments Mura. “Both my start but become hooked on the lifestyle and educated and high performing workers who enthusiasm amongst senior executives forIndeed one of the most significant wife and I spent 18 months in Gabon, as well keep doing it much longer than they intended.” are looking to add international experience these relatively expensive qualifications.findings in the 2012 survey was that nine as elsewhere around the globe. We moved to to their CVs. Potential employers who wantout of ten respondents would continue Copenhagen recently when I took up a position This appears not so much a desire to keep to hire them need to be prepared to emulate These are senior people who are makingoverseas and would also recommend this with a new employer and I am pleased to say travelling, more that they seem to like where the effort made by the Jabers’ employer. the move overseas: 10% are directors, 21%experience to others. A third considers that the move is working out very well.” they live: 84% of respondents would like to senior managers, 23% middle managers, 10%the country where they currently live to stay where they are and only 16% would like to It is a concern for many corporate recruiters. junior managers, and 2% are board members.be home, and only 18% want to go back to Raymond Madden, Visiting Professor at move on. Half of those already abroad are even A recent Deloitte/Forbes insight survey, Accordingly 15% earn more than US$200,000their home country in the near future. ESCP Europe and the academic in charge planning on applying for permanent residency. ‘Talent Edge 2020’ reported that not being a year, and only 40% under US$100,000. of the survey, believes this is a significantMura is a good example of the tendency to change in global mobility. He says: “We’rework abroad longer than expected. Before not seeing people going abroad to do a quick13 14
  9. 9. How I found my job 18%08 > Recruitment consultant Recruiters play a key role 2% Press 13% 19% Employer Headhunter direct“As more organisations How didoperate at a truly global level, you 13%they need recruiters whocan provide them with global find your Onlinetalent pools and expertise toselect the best candidates.” current jobTim Smeaton, CEOHydrogen Group 13% Friend/ colleague Three or four years ago, if you needed In recent years there has been much talk specialists provide them with access to 6% “ someone to go and work overseas, you’d about the rise of online tools such as the global organisations of their choice.” Otherlook around the office and ask for volunteers,” LinkedIn®, which many have predicted willsays Dan Church, Hydrogen’s Client Services allow companies to do their own recruitment Roger Tweedy, the REC’s Director of Research,Director. “Now it’s the other way around. Now and so herald the demise of the recruitment comments: “Our own research confirms thispeople recognise the value of international consultant. The survey showed that this view: recruitment consultants and searchexperience on their CV, and are queuing is far from the case. The most common firms remain pivotal to most employers’up for the international assignments.” way respondents found their current jobs was through a headhunter (19%), and the talent acquisition strategies. Recruitment consultancies are ideally placed to harness 16%This is a significant shift in the world of second most common route was through next generation recruitment tools. Our Currentglobal migration, as it means that recruiting a recruitment agency (18%). Only 0.32% monthly tracking shows that over 90% employercompanies increasingly have their pick of found their current job through LinkedIn®. of employers are pleased with the waythe best candidates, and those candidates consultants secure the best talent quicklyneed to work hard to impress prospective Tim Smeaton, Chief Executive Officer for their businesses. As global competitionemployers. Indeed, the 2012 survey revealed Hydrogen Group, explains why recruitment for rare skills continues, having a strategicthat finding a job is still the greatest barrier to specialists are still important: “As more partnership with recruitment consultanciesmoving overseas. It has though fallen to 31% organisations operate at a truly global level, remains a commercial imperative.”of the responses (from a high of 44% last year), they need recruiters who can provide themperhaps reflecting a global economy finally with global talent pools and expertise tobeginning to recover from the worst of the select the best candidates. Coupled withfinancial crisis. this, candidates recognise that recruitment15 16
  10. 10. Importance of international experience09 Energy 76% Energy sector leads way in Pharmaceutical 73% overseas relocation Law 69% Finance 62% he energy sector is right at the forefront world,” he says. “It’s the generation that global worker mobility decrease. However, T of global mobility and has been for entered the industry as the North Sea oil such is the demand for expertise withinmany decades. While 59% of all Hydrogen came on-stream and most of them are due the sector, particularly in places like theclients stated that international experiencein prospective employees is important, in theenergy sector 100% stated that opinion. to retire in the next five to ten years. They have worked in all the hardship locations, and now they are much more selective about Middle East and Africa that there just aren’t the skills available. So overseas workers will still be very much in demand.” HR 54% the jobs and locations they will accept as Ferguson offers this advice to anyone in theIn fact, the opportunity to work overseas well as about the rates they demand.” energy sector who is looking to attract leadingis one of the reasons young people enter professionals: “These people are excited bythe profession. It was certainly a positive He continues: “As these skills become scarcer, projects that involve high potential prospects,factor for Doug Renton, a Senior Drilling employers are looking to replace them with leading edge technologies and marketEngineer in Sydney. “I’m from Aberdeen local skilled workers. This is for several leading talent and leadership. We’re seeingoriginally,” he says. “So when I graduated reasons. Firstly, as the skill gap grows it is some organisations shift from functionally 51%ten years ago I was eager to get out on an easier to hold onto locally employed people. aligned groups – for example, a departmentoverseas assignment and see the world.” Secondly, it is increasingly a stipulation of of geology – to multi-disciplined project Transformational Technology operating in developing markets that a certain teams in which specialists can all learnHe continues: “I spent several years in The proportion of a multinational corporation’s from each other and develop new skills.”Netherlands, and then just 18 months back workforce is local. Thirdly, there are nationalsin the UK before this opportunity in Sydney who have worked aboard, gained skills, and For those who are hoping to land the top jobscame up. I leapt at the opportunity. I’m are now being encouraged to return home to in the sector he concludes with this advice:now married and we’re thinking of starting work. Because of these developments, we “Don’t just take an academic approach.a family, so my enthusiasm for overseas see a more strategic relationship occurring Employers get frustrated by academicallywork might wane, but up until now it’s between employers and manpower suppliers.” brilliant engineers who are unable to lookbeen a fantastic benefit of my career.” beyond their own role. If you can think aboutHowever, according to Graham Chalker, Global Chalker’s colleague, Rory Ferguson, Director Oil Gas at Hydrogen, adds: “The the broader commercial implications of everything you do you will exponentially Business Transformation 42%Practice Leader of Oil Gas at Hydrogen, final factor is that indigenous workers are increase your value to a prospective employer.”that may be about to change. “There is a usually a more cost effective option thancommunity of people in the energy sector overseas workers. So, in theory, in manywho have had a career working all over the parts of the world we might expect to see17 18
  11. 11. Australia10 Technology eases relocation Country spotlight3 4 out linical trial assistant, Irina Teodorascu, the top talent. After all, no matter how good In both 2010 and 2011 the UN placed investment commitment of most Western being in Sydney. My daughter is in college in C made her first international move in March 2012, moving from her native a career opportunity, no matter how great the appeal of an exciting new country, most “ Australia in second place on its Human Development Index, a comparative economies, and a lack of relevant skilled professionals is one of the main barriers Fremantle and she came to stay with me in Sydney, which was great fun for both of us. We of Romania to take up a freelance contract in people want to be close to their families. study of life expectancy, literacy, education to bringing these projects to fruition.” did all kinds of tourist stuff together, including Germany. Like many who take up an overseas 23% of survey respondents described it as and standards of living for countries a concert at the Sydney Opera House.” assignment she was initially concerned about the most significant barrier to relocation. worldwide. Put simply, Australia is one Jackson reports that there is less demand feeling isolated and homesick. In the 2012 When asked to name what they missed of the best places in the world to live. from financial services, partly because the However, if a proposed piece of legislation survey, the number one reason for people the most, 70% mentioned their families. sector continues to struggle, and partly comes into force as planned on 1st July Say social media has to decide against relocation is family. As is So it is reassuring for global professionals This was strongly reflected in our report. because there is less of a shortage of 2012, this Australian lifestyle may become helped to reduce the case with many of these professionals, that video calls are now affordable and Overall our respondents named Australia local talent. He expects that in the future less accessible to overseas workers. The homesickness Teodorascu has found that new technologies practical right around the world. as the second most desired place to recruitment to this sector will be more Australian Federal Government has unveiled are helping to mitigate the problem. live and work. It was chosen by 9%, and, about replacement than expansion, with plans to effectively abolish tax-free living-23% Social media platforms such as Facebook® unsurprisingly given its wealth of natural many organisations seeing the merits of away-from-home-allowances (LAFHAs). “I talk to my friends and family every day” she allow even those in the most remote locations resources, was the most popular choice outsourcing and offshoring many of their This follows an extensive review by the says. “We get in contact via Yahoo Messenger® to keep in touch with friends and family, for those in the Oil Gas sector. support and technology functions. However, Australian Taxation Office following concerns and Facebook®. So even though I am many viewing their photos, hearing about their many oil gas projects are reaching a over the perceived abuse of LAFHAs paid kilometres away from them it doesn’t feel daily activities and so helping to reduce the However, it was slightly less popular than point where they will suddenly need several to foreign executives. But at the time of like it because we still share the everyday inevitable feelings of isolation that occur in the last year when it was chosen by 10%, and thousand extra workers. “In the next two writing, it is by no means certain that the aspects of our lives. It is certainly helping early days of settling into a foreign country. In Ivan Jackson, Managing Director Australia at to three years recruitment to Australia will legislation will be passed. Regardless, it is Described wanting to be close me to settle into my exciting new life.” fact 82% of our female respondents, and 70% Hydrogen, confirms that the last 12 months be at its highest ever,” he concludes. essential that anyone considering a move to family as a significant of the men, told us that social media reduces have seen a slight slowdown in workplace to Australia ensures they present the best barrier to relocation These technologies also allow overseas their homesickness. Perhaps partly due to migration. “2010 was the first year since So where do all these overseas workers come possible case to prospective employers. workers to remain in contact with loved this, the majority of respondents reported 2003 when there were not more skilled from? The survey revealed that a large number ones. This is an important development for that they find it easy to settle down, make people leaving and arriving than the year of Australians use their language to live and For companies that are looking to attract top those relocating and those trying to attract new friends, and adapt to a different culture. before,” he says. “This is likely a result of the work in the US and UK, and that many English professionals to Australia, Jackson has this uncertainty that persists from the global speakers come in the opposite direction, advice: “It’s worth doing the obvious things like financial crisis, but the long-term trend tells heading to Australia for its fabled lifestyle financial and practical help with relocation but us that we will, in the near future, see inbound and growing array of career opportunities. It is the specific challenge we face in Australia is and outbound migration increasing again.” also a popular destination for Singaporeans. that we are too far away from the rest of the world for people to pop over for interviews, He reports that the majority of those making Dianne Weinert, a consultant geophysicist, so employers are getting much more savvy the move either into Australia or out of it has spent years working in places from at using technology to interview candidates. are in the oil gas, mining or engineering Perth to Tripoli, Houston, and Copenhagen, They are also becoming much better at sharing sectors. “There are currently 404 natural and she has just relocated to Sydney. She the experiences of their current workforce to resources projects taking place in Australia,” says: “Tripoli was absolutely the worst and help people make the cultural leap as much he says. “Together they are worth over Australia the best and easiest. We lived in as the work-place leap, and hence ensure a AUS$450 billion, a sum that dwarfs the Perth for almost two years and are loving much softer landing for their new hires.”19 20
  12. 12. Germany Hong KongCountry spotlight Country spotlight ight at the heart of the European Union, contract in Germany. She says: “I chose becoming increasingly global,” says Murtagh. ong Kong is one of the world’s leading these individuals have been working overseas rest of South East Asia a short flight away, R with a population of more than 80 million, Germany because I believe life is lived in the “This has always been true of pharmaceutical H international financial centres, and is and are perhaps looking to come home.” there is also the opportunity to travel.the fourth largest economy in the world, proper way here. People here respect other firms, but more and more companies in increasingly used by multinationals as anand one of the very few economies that has people, every service is high quality, and even finance, automotive, FMCG, and so on are entry point into the Chinese economy. “Hong Despite this, there are still opportunities China’s influence on the region is growing andgrown over the past three years, Germany the food is cheaper than in Romania. Already raising their sights above the German market. Kong is still considered by many as the finance for non-Mandarin speakers as one lawyer this is changing the commercial landscape.is an excellent destination that offers many I feel like I have been living here all my life. ” To do this they need people with English and business capital of the region,” says who qualified in London and then spent two Hong Kong is facilitating considerableopportunities for those looking to relocate. speaking skills. So if you can offer fluent Abigail Waudby, Director, Asia at Hydrogen. years in Dubai before moving to Hong Kong amounts of cross border work and the Our respondents told us that the main English and German you will be in demand.” demonstrates: “I was told there were fewer changing global political stage is adding toYet, despite almost 10% of our respondents barrier they face in moving to Germany is “The Asian economy is still strong,” she says. opportunities available for non-Mandarin the changes being experienced in Hong Kong.being German speakers, and 7% being insufficient relocation packages, Murtagh She offers this advice to employers who “With many companies investing significantly speakers,” he says. “But I was lucky sinceGerman nationals, only 3% named it as a confirms that this is almost certainly the are keen to tap into that small pool of in growth in this region, this is creating a range the market for funds lawyers is fairly Waudby comments: “The crucial pointcountry where they would like to live and case. “Employers in Germany have a large candidates who have both those language of opportunities for talented individuals.” buoyant at the moment, and my recruitment is that employers no longer need to paywork. Stephanie Murtagh, Associate Director indigenous pool of talent to draw from, skills together with the necessary technical She continues: “In certain areas there are consultant was able to identify a suitable substantial relocation packages and salariesat Hydrogen, believes the remaining 97% so they can be very picky about which skills: “Everything you can do to smooth acute skills shortages, and in these cases role and guide me through the selection to attract people here. Candidates needare missing a potential opportunity. overseas workers they hire.” Furthermore, out the integration process will help. For some firms are considering international process towards a successful conclusion.” to demonstrate a visible commitment to the process for obtaining visas and work example, before they make the move, talent where the domestic talent pool a decent length of tenure and realistic“Germany is an excellent place to live and permits in Germany is complex and time- new hires like to speak to others who is unable to keep up with demand. This He also points out that Hong Kong offers a expectations regarding remuneration.”work. The economy is strong and it is home consuming, which can deter some people. have done it before. But also, during the is not a new trend, but the rapid pace good quality of life, “It’s an optimistic market,“to some of most established and successful recruitment process remember to focus on of growth in Asia has accelerated the he explains. “It’s also a big city with a buzz . I Finally, Waudby advises candidates to expectcompanies in the world, so in general it offers It has been notable in recent months the opportunity rather than the location.” gap between supply and demand.” wanted the vibrancy and energy which a world certain cultural differences. She explains:good salaries. Living costs are reasonable, that those not put off by these obstacles city provides and it is all here in Hong Kong.” “The working culture here can feel veryhealthcare provision is outstanding, and have been those from countries that However this supply gap has not made different from Europe, with a more formalthe major cities such as Berlin, Munich, are experiencing economic difficulties. Hong Kong employers any less selective. Salaries in Hong Kong are comparable to approach to business.But in terms of personalFrankfurt, Hamburg and Dusseldorf are Murtagh reports significant candidate Waudby says: “The strategic priority for many other major financial and business centres, development the roles in Hong Kong oftenvibrant, cosmopolitan and exciting.” flow from Italy and Eastern Europe. companies is to build headcount of executives and lower taxes give most people a 20-30% involve a wider regional remit, which is usually from the indigenous market of Hong Kong or uplift in their take-home pay. Residents also not the case in say London or New York.”That is certainly the experience of Irina Getting a foothold in the German job market is the People’s Republic of China. In many cases enjoy a high standard of living and with theTeodorascu, who in March 2012, moved from challenging, but there are opportunities if youher native Romania to take up a freelance know where to look. “German companies are21 22
  13. 13. Singapore United KingdomCountry spotlight Country spotlight ingapore might be small with a There are also significant numbers of energy, fast track. If you have the right attitude, then “The UK economy is heavily he UK is a major economy – the sixth like Australia can struggle to keep up S population of only five million but this pharmaceutical and engineering firms using the opportunities exist here.” concentrated on the capital, T largest in the world – and, situated as it with the frenetic rate of activity in the UK.has not prevented it from becoming one of Singapore as their regional HQ and, in addition Walker agrees that Singapore is a highly London, and there are few is in between the time zones of North America Everything needs to be done yesterday.”the fastest growing business centres in the to this, the Wealth Management sector has attractive destination and he points out places in the world that are and South East Asia, it is a prime location forworld. The government has worked hard experienced a growth rate of 22% AUM, that this popularity has led to changes as appealing to live and work. investment by global corporates and London is The UK draws in workplace migrantsto position Singapore as one of the most twice the global average for the sector.” in the recruitment sector; companies no Because it is at the centre one of the major financial centres of the world. from around the world. Many come fromattractive destinations for multinational firms longer need to offer relocation packages to of so much of the world’s the EU, as well as a good number fromto be based in Asia; offering ease of set up, He continues: “These new industries growing high performers; instead these candidates business activity, it is a great Daniel Fox, EMEA Director at Hydrogen, says: the Commonwealth, such as Australia,low taxation rates, and a business-friendly their presence in Asia, with Singapore as are fully aware of the opportunities that place to come and take your “The UK economy is heavily concentrated on New Zealand, South Africa, India and thetrading environment. This has resulted in their base, is one of the key drivers behind a posting in Singapore can offer them. career on to the next level.” London, and there are few places in the world Caribbean. Then there are expats returningSingapore being ranked as the second freest the continuous flow of talent into the Daniel Fox, Director EMEA that are as appealing to live and work. Because to the UK from roles in Asia and elsewhere.economy in the world, behind only Hong Kong country and the range of opportunities is In addition to being an attractive destination, Hydrogen it is at the centre of so much of the world’sby the 2011 Index of Economic Freedom. making Singapore a very exciting destination the high quality Singaporean education business activity, it is a great place to come Our survey revealed that the UK is the to consider for international tenure.” system is producing a significant amount of and take your career on to the next level.” third most popular place in the world forSingapore is now the 14th largest exporter indigenous talent, which is not only filling people to live and work. Fox reports thatand the 15th largest importer in the world, Technology Bid Manager, Ben Morrell moved domestic roles but also spreading its wings He continues: “Outside of work it is a city companies in the technology, oil and gas,and has the highest trade-to-GDP ratio from Sydney to Singapore in August 2011 beyond Singapore. “Singaporean lawyers packed full of culture, new experiences, and and pharmaceutical sectors continue toof any country. There are more than 7,000 because it offered him access to a larger, are in high demand from Hong Kong firms,” people from every corner of the globe. There recruit, while companies in the financialmultinational corporations in Singapore, as faster-growing market. “There are 2.5 billion reports Walker. “They tend to be more is something for everyone in London. What services sector remain cautious.well as 1,500 companies each from China people in Asia, compared to 29 million in culturally and professionally “Westernised” is more, it is considerably easier to get aand India. Indeed, around 40% of those Australia,” he explains. “The move has gone than their Chinese counterparts and they visa here than it is in the US. In the past year He concludes with this advice: “If you wantliving in the country are foreign workers or superbly. I’d travelled in the region before, also have the necessary Mandarin skills.” the Government has relaxed restrictions a to secure a role in the UK, you need totheir dependents. Singapore is also well so didn’t suffer any sort of culture shock, little and you no longer face the same uphill demonstrate to your prospective employerspositioned to weather the more volatile trading and I had several pre-job calls with my Walker sums up: “If you want to come and struggle as those trying to get into the US.” that you are committed to the move.conditions we have been experiencing in the colleagues which helped me settle in.” work here you need to make it clear you Employers don’t want to be recruiting forlast few years, as it has attracted a varied see it as an important career move. You That is not to say that it is perfect. Rental senior roles once every three years; they wantnumber of industries to its shores providing He adds: “Singapore is a great place to live. probably won’t get a relocation package, property is expensive. Fox also points out long-term players. Often people find the UK isresilience and a range of opportunities. It’s compact so it is easy to get around and and increasingly, companies here are only that workers from other countries can find a far better place to live than they expected. the infrastructure is fantastic. It’s not easy looking for international talent if they cannot it hard to adapt to the pace of work in the Many people say they are looking to come hereSimon Walker, Managing Director Asia at living so far away from friends and family, and fill a vacancy from the domestic talent pool. UK. “This is especially true in the financial for three to five years, but our survey revealsHydrogen, comments: “The big question it took a little getting used to having a dozen So the competition for roles has increased services sector,” he says. “People who come that 84% of them are still here after five years.”here is whether Singapore will become nationalities in the same office, as well as and the roles will go to the best profiles with here from relatively calm environmentsAsia’s Silicon Valley or its Switzerland. It is clients speaking so many different languages. the clearest motivations and a commitmentrecognised as a strong choice for back-office But you adapt to it, just as you do to the more to stay for a reasonable length of time.”operations and there’s a trend for technology formal and hierarchical way of doing businesscompanies to site their IT operations here. here. At the end of the day, Singapore is the23 24