BDO is proud to announce the publication of its Global Mobility Study 2017 edition. The report is a joint project of BDO and the Canadian Employment Relocation Council (CERC). Titled ‘Perceptions of employee mobility in a climate of change’, BDO’s report acknowledges a greater demand for an internationally mobile workforce than at any time in history. New data shows that unique needs and desires beyond remuneration are preoccupying employees.
Historically, the main concern for employers has been the cost of moving an employee abroad; with issues ranging from reconciling tax and payroll issues, to compensation incentives and assignment structuring. Carried out from the employee’s point of view, BDO’s report is unique in that it helps employers better understand the thoughts and feelings of current and potential employees who are looking into career opportunities that require relocation. The survey may help alleviate some employer concerns and encourage the right employee to make the move.
When this survey was first fielded five years ago, employees were clearly more willing to consider relocation than they are today. While job security and family concerns continue to be the most important factors, new data shows that unique needs and desires beyond remuneration have emerged that must be satisfied before employees will consider relocation. Even after such incentives are offered, employees show a reduced readiness to relocate compared to data from this report’s 2012 edition.
The report further highlights that factors beyond employers’ control such as government policy– specifically relating to health care, immigration, and social security have come to play a bigger role than before in professionals’ decision to relocate. The United States continues to be the top choice for relocation, though significantly less ecmployees want to relocate to the US compared to 2012. This might signal a new trend.
Job security – specifically repatriation and guaranteed employment upon return continue to be the most important incentives for talent to consider international assignments. They are followed closely by incentives that directly address family concerns and skills training.
The survey was carried out in 20 countries with approximately 14,500 respondents from February to March 2017 in the following countries: Argentina, Australia, Brazil, Canada,
China, France, Germany, Great Britain, India, Italy, Japan, Mexico, Poland, Russia, South Africa, South Korea, Spain, the Netherlands, Turkey and the USA. Approximately 300-500 individuals participated on a country by country basis with the exception of Australia, Canada, China, France, Germany, Great Britain, Japan, Spain, and the United States, where each have a sample 500+.