issues related to workforce mobility and migration in. Australia, Japan, Korea, India, .... Email: contact@navigossearch
Manager mobility trends in Asia Pacific
The important role a recruitment agency plays in bringing the right talent to employers Prepared by en world group
Introduction Asia Pacific is one of the fastest growing regions in terms of economics. It is also a region with a highly diverse range of mid to senior level personnel. This report, commissioned by en world, shows several issues related to workforce mobility and migration in Australia, Japan, Korea, India, Thailand, Singapore, and Vietnam in 2016. Gaining an insight of these trends will provide the tools to formulate effective recruitment and retention plans and strategies.
2
Index
Introduction Key takeaways The biggest obstacles facing personnel wishing to work in other countries The two most attractive countries to work in The important role of recruitment agencies Dominant, diversified qualities and skills of survey respondents Countries likely to face the brain drain Corporation & job seeker recommendation Methodology
3
Key takeaways
4
Most important findings
50%
35%
49%
38%
44%
of respondents in the 7 countries surveyed said they would choose Singapore as their preferred country to work in.
of respondents said better career development opportunities were the reason for them to choose to emigrate.
of respondents said they would ask domestic recruitment agencies to help them find a job in their chosen country.
of respondents said they would need three months from the date of receiving an offer to prepare to work overseas.
of respondents said they would bring their families with them when they emigrated.
5
The biggest obstacles facing personnel wishing to work in other countries The three biggest obstacles that discouraged survey respondents (senior and mid-level personnel) from emigrating to work in other countries, included:
59% of respondents said they lacked information on labour laws in host countries.
52% of respondents said they lacked information on policies and laws in host countries.
45% of respondents said family matters discouraged them from emigrating.
6
The two most attractive countries to work in
50% of respondents chose Singapore as an ideal country to work in
38% chose Australia
Only 2% selected India and 1% chose Korea. In Southeast Asia, Laos, Cambodia and the Philippines are the three least popular countries with the selection ratio ranging from 1% to 3%.
7
The important role of recruitment agencies Domestic recruitment agencies or foreign firms with local offices play an important role in helping candidates find a job overseas.
49% of respondents said they would ask recruitment agencies to help them find a job in their chosen country.
48% of respondents said they would ask recruitment agencies in their chosen country for help.
44% of respondents said they would find a job through online recruitment websites.
8
Dominant, diversified qualities and skills of survey respondents An understanding of personnel strengths in certain countries is an advantage for any HR officer. Respondents in 5 out of the 7 countries said being “hardworking” was one of their strengths. This quality is also dominant across Asia in general. In addition, respondents in Korea, India and Thailand said they had good problem-solving skills. Only survey respondents in Australia and Singapore were confident in their English skills. Only Australians rated themselves as strong leaders and only Singaporeans felt they had a good global mindset. Japanese people highlighted the quality of their work and have a very high sense of responsibility.
9
Countries likely to face the brain drain When asked whether they would settle in their chosen country if an opportunity became available
&
61% 48%
of Indian and Vietnamese respondents, respectively, said they would be ready to live in the country for a long time. 69% of Indian respondents have 5 to over 20 years of work experience, while the ratio is 70% in Vietnam. These findings pose a question: Whether or not enterprises in India and Vietnam will face the brain drain in the future?
10
Corporation recommendations How to deal with the “Brain drain” issue: To retain talented employees, enterprises need to invest in hiring the right people, develop their "Employer of Choice" brands and improve the impact of engagement programs. How to deal with scarcity of skilled personnel and shortage of senior managers: • Training and development: different programs are needed to meet different levels of employees’ needs such as leadership training and on-the-job training programs. • Long term employee development programs, e.g. high potential development programs, are required. How to attract talented personnel from overseas: • Build the “Employer brand”. • Create proper salaries and incentive programs for talented candidates. • Make sure that enterprises are ready to accept “diversity” in corporate cultures. • Make sure that enterprises develop leaders with cultural dexterity to manage a diverse and dispersed workforce.
11
Job seekers recommendations
Ask a recruitment agency to help you to find a job. These agencies are professional firms that specialize in recruiting candidates for companies. By doing so, your application or profile will be widely circulated to internal recruiters and employers. Make the best preparations in terms of health, family matters, English skills and functional skills as well as knowledge of relevant laws in your chosen country. This will boost your confidence and prepare you before traveling to work in a foreign country. Identify your strengths and decide on the industry you want to work in so you are in a position to prepare your application, profile and relevant work experience. This will enable recruitment agencies to help you find a suitable job faster.
12
Methodology
13
Korea
India
160
108
Japan
378
Vietnam Thailand
558
943
Singapore
104
The survey was conducted from October to December 2015. The survey had the following number of respondents per country: Australia
177
14
About en world group en world is a group of recruiting consultancies specialising in professional and managerial roles. Operating from seven countries, we support global companies’ recruitment needs through our Asia Pacific network.
15
Take action with these insights Share the data to your team Download the Country report
There are 7 reports available with specific trends on country level:
日本語
ENGLISH
ENGLISH
한국의
ENGLISH
ENGLISH
AEC report including:
ENGLISH
ENGLISH
ENGLISH
16
en world’s Country Managers
Yu Sato
Chris Riley
Archana Chawla
Simon Kim
Belinda Skinner
Yusuke Nishino
Nguyen Thi Van Anh
[email protected]
[email protected]
[email protected]
[email protected]
[email protected]
[email protected]
[email protected]
17
Contact JAPAN (Tokyo - Headquarters)
AUSTRALIA
INDIA (New Delhi - Headquarters)
12F Tokyo Square Garden, Kyobashi 3-1-1, Chuo-ku, Tokyo, 104-0031 Phone: +81 3 4578 3500 Fax: +81 3 6214 3023 Email:
[email protected]
Level 1, 1 Chandos Street St Leonards, Syney, NSW 2065 Phone: +61 2 9431 6500 Fax: +61 2 9901 3811 Email:
[email protected]
1F E-156, Main Road, Kalkaji, New Delhi, 110019 Phone: +91 11 4088 8400 Email:
[email protected]
KOREA
THAILAND (Bangkok - Headquarters)
10F Seoul Finance Center, 136 Sejong-Daero, Jung-gu, Seoul 100-768 Phone: +82 2 6718 9800 Fax: +82 2 6718 9822 Email:
[email protected]
12F Athenee Tower, unit 1201-1202 63 Wireless Road, Lumpini, Pathumwan, Bangkok 10330 Phone: +66 2 106 8600 Fax: +66 0 2654 0901 Email:
[email protected]
SINGAPORE
VIETNAM (Ho Chi Minh City - Headquarters)
30 Raffles Place, unit #13-02 Chevron House, Singapore 048622 Phone: +65 6420 0570 Fax: +65 6534 1143 Email:
[email protected]
Floor 7, Room 702, Sunwah Tower, District 1 Phone: +848 3925 5000 Fax: +84 8 3925 5111 Email:
[email protected]
18
