Time to get mobile: Professional workers search for mobility to
find secure employment. New global research shows sought after
mobility opportunities are in short supply as areas of economic
stability beckon.
Professional workers are strongly motivated by opportunities for
mobility in their jobs with almost four out of five (78%)
interested in either a regional or international move, according to
new research commissioned by Alexander Mann Solutions (AMS).
Despite this desire, the Managing Mobility Report,
conducted by independent research company Loudhouse, shows almost
half (45%) of professional workers have not had any opportunity to
move location in the past three years. While almost a quarter (22%)
of respondents stated their company allows for overseas job moves,
only 13% felt that international moves were encouraged.
As global economies continue to suffer, upwardly mobile
professional workers will look for opportunities that provide
economic and job security. According to the report, one in five
(22%) professional workers would move company to secure an
international position, motivated by the quality of job opportunity
(63%), improved earning potential (62%) and the opportunity to
experience new cultures or travel. Factors seen as less important
were career progression (46%) and personal development (45%).
This comes as the European Commission predicts the UK is facing
the worst recession of any large European economy. Compared with
other regions, professional workers in the UK placed the most value on job mobility
opportunities, especially those overseas. Yet regardless of these
aspirations, UK workers had the lowest exposure to mobility
openings, just 7% secured international placements, and 48% had no
experience of departmental, regional or international mobility.
But it isn’t just UK employees looking to re-locate. In most
continents, international experience is seen as a career
benefit.
The global view of mobility:
Asia Pacific: International
experience is seen as essential to achieving valuable learning and
exposure to Western working practices. Good regional opportunities
for mobility combined with strong language skills help secure
international placements that in turn attract headhunters.
Australia: Employees from
Australia view overseas work as key to development, especially work
in the UK and Ireland where it is almost standard practice.
Opportunities are on the rise in other regions such as Asia Pacific
but recruits may need to overcome additional challenges such as
cultural naturalisation.
US: The US is the only
region where international opportunities are seen as less important
(except in specific industries). Here, more focus is placed on
regional and departmental mobility opportunities especially those
that can lead to career progression. Markets such as finance are
seeing a growth in international movement to areas perceived as
being more dynamic than at home.
David Heath, Global Director of People Capital &
International Business, at Alexander Mann Solutions comments, “It
is evident that what employees want from their career are fresh
challenges and opportunities for mobility aren’t just desired, but
expected. International jobs are given much more value, with global
experience being recognised. However, such placements aren’t always
available. The UK currently has the greatest gap between ‘supply
and demand’, which can cause highflying talent to be lost to
competitors who can provide global career experience.
Billy Hamilton-Stent from research agency Loudhouse comments,
“Mobility is clearly a component part of the modern professional
worker’s career aspirations and a trend we will undoubtedly see
grow. The question now is how this will be impacted by today’s
economy. If the growing economic instability of various regions
leads to employees feeling their job, company or local economy is
unstable, then this trend could be exacerbated, leading to a change
to the traditional flows of employee traffic that is unlikely to be
reversed.”
Heath continues, “In a difficult time for employers, these
results show that mobility is a real driver for employees.
Providing well-managed mobility opportunities not only helps
improve the employee’s skills but it also helps retention levels in
the company and improves the employer brand. In the next two years
we will see professionals with the skills and motivation to find
and secure jobs in other areas benefit from the current global
economic instability. These upwardly mobile individuals have a lot
to offer those who employ them.”