Q4 2014 Global Talent Market Quarterly

Global Talent Market Quarterly
FOURTH QUARTER l 2014

CONTENTS
3 Global Economic Situation
• Outlook
• Briefing
6 Global Labor Market Update
• Americas
• EMEA
• APAC
• Global Labor Market Spotlight
• Legislative Update
12 U.S. Labor Market Overview
• Current Employment Conditions
• Supply and Demand
• Labor Market Spotlight
16 Workforce Solutions Industry Insight
• Labor Market Shifts
• The Training and Development Gap
• Global Mobility
• The Talent Project

Global Economic Situation

GLOBAL ECONOMIC OUTLOOK
The global economy is forecast to accelerate modestly in the short term, with both strengths and risks present in all regions. Positive
contributions include healthy economic activity in North America and the U.K., slowly recovering conditions in Europe, and
continued high GDP growth across the APAC region.
AMERICAS
Solid growth across North America stands in
contrast to the volatile economic conditions in
South America, where Argentina, Venezuela, and
Brazil have all seen recessions in 2014.
EMEA
The European recovery stumbled in mid-2014, but
a gradual improvement is expected, with a lift
from solid economic growth in the U.K. and
Ireland. The Russia-Ukraine conflict and crises in
the Middle East are creating pressure on some
regional economies.
APAC
The elevated regional growth rate in APAC masks
significant differentials in trends among key
markets, including a slowing trajectory in China,
recovery in India, and a steady, moderate rate of
expansion in Australia and Japan.
REAL GDP GROWTH BY REGION, 2013-2016(p)
World Americas EMEA Asia-Pacific
4.8% 4.8%
2.6% 2.7%
5.0% 5.2%
3.2%
3.6%
2.3%
2.0%
2.6%
3.0%
1.0%
1.6%
2.3%
2.7%
6%
5%
4%
3%
2%
1%
0%
-1%
2013 (p) 2014 (p) 2015 (p) 2016 (p)
Source: IHS Global 4 Insight (October 2014)
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ECONOMIC BRIEFINGS
The engine of global growth continues to shift from the emerging markets to the developed countries, currently led by strength in
the largest English-speaking nations. Among emerging markets, Brazil and Russia have edged into recessionary territory but are
expected to begin to recover in 2015, while China has also shown signs of weakness.
REAL GDP GROWTH RATES, SELECTED MARKETS
-2% 0% 2% 4% 6% 8% 10%
China
India
U.K.
Australia
Canada
U.S.
Germany
Japan
France
Brazil
Italy
Russia
Ranked by 2014(p) growth
2014(p)
2015(p)
2016(p)
5
Global GDP Growth
2014(p): 2.7%
Sources: IHS Global Insight (October 2014); Oxford Economics
EMERGING MARKETS
 Weakening in the industrial sector and real estate are dampening CHINA’s growth, but
ongoing stimulus is keeping the economy from slowing further.
 The second quarter brought signs of a recovery in INDIA’s economy, as the new
government’s efforts to revive investment and manufacturing have started successfully.
 The RUSSIAN economy is expected to contract in 2014, due in part to sluggish exports,
weak investment activity, and targeted sanctions over its military maneuvers.
 Declining investment and weak consumption levels in BRAZIL will keep economic
growth flat to slightly negative in 2014. A rebound is forecast in 2015-16.
DEVELOPED ECONOMIES
 In the U.S., the economy is expected to sustain solid growth trends in 2014 and
accelerate slightly in the following years, driven by domestic demand.
 Lower oil prices are keeping CANADA’s growth in check, but domestic consumption and
healthy export demand are expected to drive modest growth in the near term.
 Economic growth in the U.K. is expected to remain among the strongest in the region in
the near term. Mixed performances across Europe in Q2 2014—including setbacks in
GERMANY and ITALY—have slowed the recovery outlook in the Eurozone.
 After a very strong Q1 in advance of the new sales tax, economic activity dropped in
JAPAN in Q2 2014. The outlook is for modest growth of around 1% in the short-term.
 The AUSTRALIAN economy continues to feel some negative effects from the slowdown
in the mining sector, but domestic consumption and export demand are strengthening.
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Global Labor Market Update

GLOBAL LABOR MARKET UPDATE: AMERICAS
Although the U.S. has seen an improving employment picture moving in tandem with a strengthening economy, other key regional
markets show a disconnect between the labor market and the broader economy. In Brazil, employment demand remains high
despite an economic downturn, while Canada’s sluggish job creation is not reflective of its healthy economic growth.
9%
8%
7%
6%
5%
4%
AVERAGE ANNUAL UNEMPLOYMENT RATE
U.S. Brazil Canada Mexico
Sources: IHS Global Insight (October 2014); Dow Jones Institutional News, 10.09.14, 10.17.14; EIU, 10.14.14
7
UNITED STATES
Solid and steady employment gains have driven the unemployment rate
down significantly in 2014. The pace of hiring is expected to remain healthy
in the short term, leading to continued improvements in the labor market.
BRAZIL
Despite an economy that fell into recession in H1 2014, the Brazilian labor
market remains tight. The unemployment rate is expected to rise in 2015,
driven by the weak business environment.
CANADA
Job creation in Canada has been relatively subdued and unemployment
remains high in 2014, although economic growth has been solid. Labor
market gains are expected to be gradual in the coming years.
MEXICO
Along with improvements in the economy, the Mexican labor market has
shown some positive momentum in 2014. Workers are moving from informal
to formal employment, helped in part by the 2012-13 labor reforms.
7.4%
6.2%
5.7% 5.5%
5.4%
5.0%
5.4% 5.4%
7.1%
7.0%
6.7%
6.5%
4.9% 5.0%
4.8%
4.5%
3%
2013 (e) 2014 (p) 2015 (p) 2016 (p)
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GLOBAL LABOR MARKET UPDATE: EMEA
Although positive indicators have been seen recently in many beleaguered European labor markets, progress has been very slow and
fitful as the region’s economic recovery remains fragile. The U.K. continues to rank among the region’s standout markets with strong
employment growth and rapidly falling unemployment.
France Germany Russia U.K.
Sources: IHS Global Insight (October 2014); Agence France Presse, 09.24.14; The Times, 10.15.14
8
FRANCE
Double-digit unemployment is expected to persist in the short term as the
economy continues to struggle. Encouragingly, some signs of improvement in
the labor market were seen in the second and third quarters of 2014.
GERMANY
The buoyant German labor market is expected to see a continued gradual
decline in unemployment. Labor force participation and employment are
both expected to increase, due to both supply- and demand-side factors.
RUSSIA
Despite its economic woes, the labor market in Russia is tight and
unemployment is low, particularly in its large cities. An aging workforce and
low productivity add to the challenges in the workforce.
UNITED KINGDOM
Unemployment has fallen at a historically fast rate in the U.K., dropping to 6%
in the three months to August 2014, down from 7.7% a year earlier. The labor
market improvements are forecast to continue, albeit at a slower pace.
10.3% 10.2% 10.1%
9.7%
6.9% 6.7% 6.6% 6.4%
5.5%
5.1% 5.0% 4.9%
7.6%
6.3% 5.7% 5.5%
12%
11%
10%
9%
8%
7%
6%
5%
4%
3%
2013 (e) 2014 (p) 2015 (p) 2016 (p)
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GLOBAL LABOR MARKET UPDATE: APAC
Structural shifts, cyclical factors, and political developments are variously affecting labor markets across APAC. Improvements are
expected in the short-term in India and Australia, while China’s employment outlook is more challenging.
10%
9%
8%
7%
6%
5%
4%
Australia China India Japan
Sources: IHS Global Insight (October 2014); South China Morning Post, 09.20.14; International New York Times, 10.18.14
9
AUSTRALIA
The labor market is expected to be somewhat volatile in the short term, as
many job seekers are regaining confidence and are expected to re-enter the
workforce, temporarily driving up the unemployment rate.
CHINA
Although the official urban unemployment rate remains steady, other
indicators suggest difficulties in China’s job situation. Recent surveys found
that both companies’ and job seekers’ confidence in the labor market is low.
INDIA
Promoting job creation is a priority of newly-elected Prime Minister
Narendra Modi’s “Make in India” initiative. The government has announced
some incremental reforms to labor laws; however, more significant changes
are unlikely to be announced until after state elections in 2015.
JAPAN
The Japanese labor market has lost some of its rigidity, and has been able to
withstand some economic challenges. Unemployment is expected to rise in
the near term, but remains low by developed country standards.
5.7%
6.0% 5.8%
5.4%
4.1% 4.0%
3.9% 3.9%
9.2%
9.5% 9.3%
9.0%
4.0% 3.7%
4.3% 4.5%
3%
2013 (e) 2014 (p) 2015 (p) 2016 (p)
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LABOR MARKET SPOTLIGHT: WAGE AND PRODUCTIVITY GROWTH
REAL HOURLY WAGES
Average Annualized % Growth Q4 2007-Q1 2009 Q1 2009-Q4 2013
HOURLY LABOR PRODUCTIVITY
Average Annualized % Growth Q4 2007-Q1 2009 Q1 2009-Q4 2013
Source: OECD Employment Outlook 2014
10
WAGE GROWTH HAS STALLED, BUT
PRODUCTIVITY HAS REBOUNDED
Labor market conditions have been
improving across the globe in recent years,
but in many developed countries, the gains
haven’t made an impact on workers’
financial situations. According to the OECD
Employment Outlook 2014, real wages
(those adjusted for inflation) have been
stagnant over the past five years. In the
OECD area, wage growth averaged just 0.2%
in recent years, down from an average of
0.7% at the start of the recession. Wage
growth has slowed since the onset of the
crisis most significantly in the Eurozone
(from 2.1% to -0.1%), but also in areas
including North America and Japan. In the
U.K., real wages have continued to decline
since the onset of the recession.
However, since the recession, developed
countries have seen a resurgence of
productivity, according to the Employment
Outlook. Hourly labor productivity growth
declined during the onset of the recession in
2007-2009 by an average of -1.2% across
OECD countries, but has since turned
positive. In fact, average labor productivity
growth is now outpacing real wage growth in
a majority of OECD countries, suggesting that
the true cost of labor is lessening.
0.7%
2.1%
-0.1%
2.5%
1.2%
2.3%
0.2% 0.4%
-1.5%
0.5%
0.2%
-0.1%
1.8%
0.8% 0.8%
0.3%
-0.6%
-0.1%
-1.0%
0.2%
OECD Eurozone Australia Canada France Germany Italy Japan UK US
-1.2%
-1.6%
0.7% 0.5%
-1.2%
-2.9%
-2.1%
-3.4% -3.2%
0.3%
1.4% 1.3%
1.7%
0.9% 1.2% 1.2%
0.5%
1.8%
0.1%
1.3%
OECD Eurozone Australia Canada France Germany Italy Japan UK US
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GLOBAL LEGISLATIVE UPDATE
Restrictions on the usage of temporary workers will be eased in India and Serbia, while in Vietnam, regulations for staffing firms have
been loosened. New legislation in South Africa seeks to more clearly define the temporary employment model.
GERMANY
On January 1 2015, a nationwide minimum
wage of EUR 8.50 ($11.29 USD) will be
introduced. There will be a two year transition
period in some sectors, such as construction
and nursing, and exceptions apply to interns,
apprentices, employees under age 18, and the
previously long-term unemployed.
Sources: SIA Legs and Regs Advisors; SIA Daily News, 09.29.14, 08.21.14; International New York Times, 10.18.14
Currency converted using 2013 Federal Reserve Board exchange rates of 1/13281 EUR and 1/1.5642 GBP.
11
UK
As of October 1, the national
minimum wage increased to
£6.50 ($10.17 USD) for adults age
22 and over. Other changes to
labor laws include guarantees for
the rights of partners of pregnant
women to attend prenatal
doctor visits, and protection
from unfair dismissal for military
reservists.
VIETNAM
Under a new decree, the licensing requirements
for businesses that offer employment services
have been loosened. In addition, employment
services companies may now offer a broader set
of activities including consulting, training, and
providing labor market intelligence.
INDIA
The Indian government
announced plans to reform labor
laws to make it easier for
industrial companies to hire
temporary workers, and to give
temporary workers greater access
to mandatory social benefits.
Other reforms include a new skills
training program, a new
government website to track
compliance with labor laws, and
an initiative to improve the
portability of pension funds.
SERBIA
Several amendments to the
labor law came into force on
July 29, 2014. Of note is the
liberalization of fixed term
employment; the maximum
duration of fixed-term
contracts has been extended
from 12 months to 24 months,
and in some cases longer (such
as project-based work).
CANADA
Proposed changes to employment laws in
Ontario would have some implications for
staffing firms and employers of contingent
workers. For example, temporary help
firms and their clients would be liable for
unpaid regular wages and overtime pay for
temporary workers.
US
There is a growing national trend to
prohibit questions about a job applicant’s
criminal history on employment
applications. These “ban the box” laws
currently are primarily targeted at public
employers, but there are increasing efforts
to impose the same restrictions on private
employers. The laws are already in place in
six states, as well as various cities and
municipalities.
SOUTH AFRICA
The Labour Relations Amendment Act (LRAA) limits the use of temporary agency
workers to instances in which the work needs are genuinely temporary (e.g. replacing
an absent employee, meeting a temporary increase in work volume, seasonal work). In
addition, if a temporary work contract exceeds three months, the employee will be
entitled to the same benefits and conditions as permanent employees.
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U.S. Labor Market Overview

U.S. EMPLOYMENT CONDITIONS
SOLID JOB GROWTH CONTINUES
Through the first nine months of 2014, the U.S.
economy has added more than two million
workers to its payrolls. Monthly job creation
has averaged 227,000, outpacing the average
of 194,000 per month in 2013 and 186,000 in
2012. Employment growth has been broad-based,
led by the professional and business
services sector, which has accounted for more
than a quarter of jobs created so far this year.
Construction and healthcare hiring have also
been strong, with each sector adding more
than 200,000 new jobs through the first three
quarters of 2014.
UNEMPLOYMENT DROPS BELOW 6%
The U.S. unemployment rate fell to 5.9% in
September, down 1.3 percentage points from
the previous year, and the first sub-6% reading
since the summer of 2008. Although the
ongoing decline in labor force participation is a
factor, the unemployment rate is dropping for
the right reasons as well: the number of
unemployed workers has fallen to a six-year
low and overall employment has surpassed its
pre-recession peak.
U.S. MONTHLY EMPLOYMENT CHANGE AND UNEMPLOYMENT RATE
350
300
250
200
150
100
50
EMPLOYMENT OVERVIEW
13
POSITIVE MOMENTUM IN THE LABOR MARKET
The U.S. labor market finally looks to be on an upward path. Since the end of the recession, the pace of hiring has continued to accelerate, employment
gains have been healthy across diverse industries, and the unemployment rate has shown a steady downward trend. Although some issues persist—
including declining labor force participation and slow wage growth—most indicators point to a strengthening employment outlook.
8.5
8.0
7.5
7.0
6.5
6.0
5.5
Source: U.S Bureau of Labor Statistics
0
Sep
12
Oct
12
Nov
12
Dec
12
Jan
13
Feb
13
Mar
13
Apr
13
May
13
Jun
13
Jul
13
Aug
13
Sep
13
Oct
13
Nov
13
Dec
13
Jan
14
Feb
14
Mar
14
Apr
14
May
14
Jun
14
Jul
14
Aug
14
Sep
14
Unemployment Rate (%)
Employment (000s)
Total non-farm employment growth Unemployment rate
APR MAY JUN JUL AUG SEP
Total non-farm employment growth 304K 229K 267K 243K 180K 248K
Private sector employment growth 278K 228K 260K 239K 175K 236K
Unemployment rate 6.3% 6.3% 6.1% 6.2% 6.1% 5.9%
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U.S. LABOR MARKET: SUPPLY AND DEMAND
14
U.S. MARKET - MONTHLY LABOR DEMAND VS. LABOR SUPPLY
# of Unemployed Workers # of Online Job Ads
12000
10000
8000
6000
4000
2000
Sources: Conference Board Help Wanted OnLine, Bureau of Labor Statistics
Unemployed Workers
(in thousands)
Online Job Ads
(in thousands)
SUPPLY/DEMAND RATE ON DOWNWARD TREND
The U.S. labor market continues to tighten, as the
supply/ demand ratio—the number of unemployed
workers compared to the number of online job ads—
edges down. Despite some month-to-month volatility,
online job ads remain above the 5 million mark, and
unemployed workers fell to 9.3 million in September.
This brought the supply/demand ratio to 1.83 to close
the third quarter—its lowest point since the end of 2007.
HIGH TECH, HEALTHCARE SHOW GREATEST JUMP
IN DEMAND
Over the past three months, the highest growth in job
ads was seen in computer and mathematical science
occupations, up more than 42,000 ads over the quarter.
Healthcare practitioner and technical occupations were
also in high demand, with a net increase of 28,000 job
ads from July through September.
LABOR MARKETS TIGHTENING IN MIDWEST
Among large metro areas, Chicago saw the biggest
improvement in supply/demand ratios over the past
year, and Detroit was also among the most improved
metros. Minneapolis currently has the lowest
supply/demand ratio at 0.96, meaning that job ads there
outnumber unemployed workers.
0
16000
14000
12000
10000
8000
6000
4000
2000
0
Jan 11
Apr 11
Jul 11
Oct 11
Jan 12
Apr 12
Jul 12
Oct 12
Jan 13
Apr 13
Jul 13
Oct 13
Jan 14
Apr 14
Jul 14
““Labor demand continues to be at historically high levels with employer demand running at about 5 million ads
each month. The overall trend has helped lower unemployment levels.” — Gad Levanon, Director of
Macroeconomics and Labor Markets, The Conference Board
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U.S. LABOR MARKET SPOTLIGHT: TIME TO FILL
15
Top Occupations
Education, Training & Library
Health Care Practitioner &
Technical
Architecture & Engineering
Computer & Mathematical
41%
HIGHER DEMAND, BUT LONGER TO HIRE
The good news is that employers are looking to open their
doors to more new hires, according to the Bureau of Labor
Statistics. There were 4.8 million job openings in August
2014, the highest level since 2001. The bad news – those
positions are taking much longer to fill. It now takes more
than 26 working days on average to fill a vacant position,
according to the Dice-DFH Vacancy Duration Measure. That’s
also a 13-year high, and more than 10 days longer than it
took at the height of the recession in July 2009, when the
average was just over 15 working days to fill a position.
SKILLED WORKERS PARTICULARLY SCARCE
The hiring process is even slower for positions requiring
higher skills. According to new research from the Brookings
Institution, the average online job ad for STEM-related
workers remains posted for 39 days; for STEM workers with
advanced degrees, the average online ad vacancy is around
50 days. In terms of occupations, ads for education and
health care positions remain posted for the longest times,
followed by architecture/engineering, computer/
mathematical, scientific, and management positions.
DRIVERS OF EXTENDED HIRING TIMES
Increasing vacancy durations can be a signal that the labor
market is tightening. Another reason for the greater time to
hire: employers’ increasing requirements for credentials and
screening processes means that it may take longer to find a
suitable candidate. In addition, HR departments that were
downsized during the recession may have led to larger
workloads—and longer timelines—for recruiters. The
growing use of social media to target passive candidates,
rather than those who are actively looking for a job, can also
lengthen the recruiting and hiring process.
6
5
4
3
2
1
0
STEM Occupations by
Education Requirement
50
42
All STEM
PhD
Master's
degree
Bachelor's
degree
Sources: Dice-DFH, Brookings Institution, BLS, Wall Street Journal
30
25
20
15
10
5
0
Job Openings (millions)
Vacancy Duration (days)
VACANCY DURATION AND JOB OPENINGS
Average Vacancy Duration Job Openings
AVERAGE VACANCY DURATION (IN DAYS)
34
48
39
No education
requirement
41
39
39
39
47
54
Life, Physical & Social Science
Management
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Workforce Solutions
Industry Insight

LABOR MARKET SHIFTS
Significant changes are underway in the global labor market. Recent research by Oxford Economics and SAP has uncovered some of
the most critical workforce issues that today’s business leaders face—which differ widely across countries and regions.
TALENT CHANGES IMPACT WORKFORCE STRATEGY
Executives cite globalization of the labor force and the influx
of younger workers as the top issues affecting their talent
strategies. The rise of millennial workers is particularly
important in APAC markets. The third-ranked issue, difficulty
recruiting workers with basic skills, tops the list in many
markets, including Canada, Brazil, Mexico, France, and
Germany. Interestingly, two of the top issues in the U.S. do
not appear among the top seven global talent concerns.
LABOR MARKET SHIFTS WITH GREATEST
IMPACTS ON WORKFORCE STRATEGY
Globalization of labor supply
Millennials entering the workforce
Difficulty recruiting employees with base-level
skills
Increasing number of intermittent/
seasonal employees
Increasing number of contingent
employees
51%
51%
48%
43%
42%
Employee 41% expectations are changing
41% Aging workforce
17 Source: Workforce 2020, Oxford Economics/SAP
E
M
E
A
A
P
A
C
U.S.
Difficulty recruiting
specialized employees
(50%)
Employee expectations
are changing (47%)
Changing work models
(e.g., telecommuting,
flex time) (42%)
Canada
employees with base
level skills (65%)
Increasing number of
intermittent/ seasonal
employees (55%)
Globalization of labor
supply (53%)
Brazil
employees with base
level skills (66%)
supply (58%)
employees (56%)
France
employees with base
level skills (69%)
supply (53%)
employees (53%)
Germany
employees with base
level skills (59%)
supply (56%)
Aging workforce
(51%)
U.K.
supply (55%)
employees with base
level skills (51%)
flex time) (51%)
Russia
Milennials entering
the workforce (58%)
Aging workforce
(40%)
supply (40%)
Mexico
employees with base
level skills (67%)
consultant employees
(65%)
supply (56%)
Australia
Milennials entering the
workforce (59%)
contingent employees
(37%)
employees (37%)
China
Milennials entering
the workforce (73%)
supply (47%)
intermittent/
seasonal employees
(36%)
Japan
Milennials entering
the workforce (65%)
Globalization of
labor supply (41%)
Aging workforce
(38%)
India
Milennials entering
the workforce (66%)
supply (47%)
flex time) (46%)
A
M
E
R
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THE TRAINING AND DEVELOPMENT GAP
Empowered employees are looking to take greater control over their careers, and are placing a greater emphasis on the tools and
resources that will help them succeed. The findings of the 2014 Kelly Global Workforce Index (KGWI) point to a significant disconnect
between workers’ desire for training and development opportunities, and their employers’ ability to deliver.
ROOM TO GROW
According to the KGWI, workers are less than confident about the
opportunities that their current employment situation has to offer. Only
about a third of all employees globally feel good about their prospects
to advance their careers with their current employer; those in the APAC
region are most optimistic.
And when it comes to the tools and techniques that are available
through their workplace, satisfaction levels are also low. Less than a
third of all global workers say that they are satisfied with the type of
resources that their employers have to offer in terms of career
development. In the EMEA region, only around two in ten workers say
that their employers’ career development offerings are satisfactory.
It’s no surprise then, that many employees are looking outside their
workplaces for training resources. Around a third of all workers have
sought out and paid for training on their own within the last year, with
those in the EMEA region most likely to have done so.
I AM SATISFIED WITH THE CAREER DEVELOPMENT
RESOURCES OFFERED BY MY EMPLOYER….
AMER
31% EMEA
21%
APAC
30%
I HAVE OPPORTUNITIES TO ADVANCE MY CAREER
WITH MY CURRENT EMPLOYER….
AMER
36%
EMEA
32%
APAC
40%
% agree or strongly agree
% satisfied or very satisfied
CAREER DEVELOPMENT TRAINING RESOURCES
UTILIZED WITHIN THE LAST YEAR….
Employer-provided Sought out/ paid for on my own
GLOBAL
35%
48%
40%
49%
29%
36%
32%
AMER EMEA APAC
GLOBAL
29%
18 Source: KGWI, 2014
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GLOBAL MOBILITY
Research from the Boston Consulting Group shows that today’s workers are increasingly looking beyond their home countries for
opportunities for career and personal development, driven by demographic, economic, cultural, occupational, and other factors.
WORKERS WITHOUT BORDERS
The idea of working abroad is more compelling than ever, according to a new
survey by the Boston Consulting Group. Nearly two-thirds of global respondents
say that they are willing to go to another country to work. Among those most
willing to move are people in countries such as France and the Netherlands,
where the economic and cultural situations are driving the desire. In contrast,
workers in countries such as Germany, the U.K., and U.S. say that economic
stability and comforts make them less eager to leave.
The most popular reason for wanting to work abroad is the desire for new
experiences—both personal and professional. Financial factors, such as a higher
salary or better standard of living, also can play a part, particularly for those in
less developed nations.
Language considerations drive the choice of specific locations that workers find
appealing. English-speaking countries rank highest on the destinations where
people would most like to work, and Asian countries don’t generate as much
interest, largely because of the perceived difficulty of learning Asian languages.
WILLINGNESS TO WORK ABROAD, SELECTED COUNTRIES
Global average: 64%
< 50%
Germany
Russia
UK
US
50%-60%
Belgium
Canada
Italy
Sweden
60%-70%
Brazil
China
Malaysia
70%-80%
India
Indonesia
Singapore
Switzerland
80%+
Australia
France
Mexico
Netherlands
MOST APPEALING COUNTRIES FOR FOREIGN WORKERS
42%
37% 35% 33%
29% 29% 28% 26% 25% 23%
65%
65%
59%
58%
56%
55%
REASONS FOR CONSIDERING A FOREIGN
54%
53%
WORK ASSIGNMENT
Broaden personal experience
Acquire work experience
Better career opportunities
Attractive job offer
Improved salary prospects
Better standard of living
Live in a different culture
For the challenge
19 Source: Decoding Global Talent, Boston Consulting Group, October 2014
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Kelly offers a complete content library that advances the discussion and thinking around current trends, strategies, and issues
impacting global talent management.
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To register for webcasts or for more information, visit www.kellyocg.com
Download The Talent Project, a free iPad ® app by Kelly Services.
Show Your Value Grow
Your Business
Karen A. Calinski, Lead Consultant, KellyOCG
Talent Supply Chain Management Practice
This guide offers tips for suppliers on how to break through
the clutter and become a trusted business partner, using
strategies and insights gleaned from KellyOCG’s Talent
Supply Chain Management practice.
Attracting, Engaging, and
Retaining Today’s Critical
Manufacturing Talent
Gabrielle Caputo, Director, Commercial
Center of Excellence, Kelly Services
Joe Lampinen, Director, Engineering Center
of Excellence, Kelly Services
Mike Koper, Solutions Architect for
Manufacturing and Supply Chain, KellyOCG
In support of Manufacturing Day in the U.S., this webcast
helps to highlight the importance of the manufacturing
sector, raise awareness of the career opportunities that
exist in the industry, and provide guidance for organizations
looking for insights on manufacturing talent.
How to Deliver Better,
Leaner Field Service
Mary Bohney, Director, Engineering Field
Services, Kelly Services
Joe Lampinen, Director, Engineering Center
of Excellence, Kelly Services
As compliance requirements and product complexity
increase in the medical device field, so too does the
complexity of deploying technical field staff for support.
Watch this webcast to learn how to improve the quality and
timeliness of technical support in this critical area.
20
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Kelly Services, Inc. (NASDAQ: KELYA, KELYB) is a leader in providing workforce solutions.
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around the globe, Kelly provided employment to approximately 540,000 employees in 2013.
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Q4 2014 Global Talent Market Quarterly

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