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The Elliott Scott HR 2017-18 Global Mobility Survey: The Results!

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I would like to thank everyone who took the time to participate in Elliott Scott Mobility’s 2017-18 Global Mobility Survey. We had a record breaking amount of participants and it’s great to see that people are interested in learning more about the market and the future of the industry. We hope you find the results we garnered to be informative as we continue to shed more light on this fast-growing sector. 

 

View the accompanying infographic to this summary here or below: 

 

Building on the data and feedback from our 2016 survey we developed the questions for this edition so that it would allow us to dig deeper into the current landscape of the Mobility market and get the pulse on working in the field. From the results we’ve noticed some similar trends and challenges to what we observed in 2016 as well as some additional interesting findings for 2017-18.

 

The most noticeable trend was the impact of technology and how it could affect the industry over the coming year. It will be interesting to see the role that technology will play around the services provided for assignees and their families by both in-house mobility programs and relocation vendors. 

 

Another key finding was around career development. The results demonstrate that while there is an even split between people who have career development opportunities in their organization and those that don’t, the majority still feel secure in their jobs, so there are potentially more passive candidates within the industry than active ones. This could be very useful information for employers, enabling them to reflect on the ways in which they are selling their business and attracting the very best talent. The data also shows that firms should be focusing on a strategy that will give prospective candidates a reason to stay with them and role that they are happy in. 

 

We also noticed that a big percentage of respondents believe that the industry can be doing a lot more in terms of talent attraction and educating prospective employees on the sector. We typically hear from our candidates that they have “fallen into the industry” as opposed to actively seeking out a position or a career within it. This presents an opportunity for firms to look into what they can do to educate people on starting a career in Global Mobility and how they can expand their hiring processes to perhaps incorporate more interns and talent from other industries.

 

In regards to the top skills and traits that make a good Global Mobility professional we noticed that having international exposure ranked higher than it did in 2016. It will be interesting to see how this trend plays out as more firms continue to seek out employees that can help strengthen their global scope.

 

I look forward to seeing what 2018 brings and what people will be saying this year and next with regards to the Global Mobility market! If you have any questions or comments please reach out to me at dbh@elliottscotthr.com. Thank you again for your support!  


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