The global labour market at a glance

Global mobility: a downward trend

Major transitions currently faced by the global economy have a direct impact on the labour market. Automisation of some jobs, as well as artificial intelligence, have become a real challenge for human resources, much more than was the case a few years back. Furthermore, the tightening of migration policies by some countries is compelling companies to ponder about their future and their needs regarding human resource. You will probably recall the stringent US immigration and trade policies, Brexit negotiations and the European refugee crisis which have, in the meantime, allowed Asia to emerge while Eastern Europe recovered from the economic crisis. All this had unexpected consequences on the global labour market.

It's worth noting that 57% of respondents intend to look for work abroad compared to 64% during the previous survey. Apparently, this is far from being a general trend since more than 90% of Indians and 70% of Brazilians are still looking to work abroad. The will to look for better career prospects overseas has also increased substantially in the USA and the UK, mainly due to their complicated immigration policies, and in Africa. On the other hand, of the 50 most populous countries surveyed, professionals living in only seven of them show more interest in global mobility.

Reasons for this decline

Chinese nationals, for example, are less likely to look for new career prospects overseas since their country's economy has improved, with much significance given to innovation. Thanks to recent investments, many Central and Eastern European countries, including Poland, Croatia, Slovenia and Romania, have seen a significant decline in their brain drain rate compared to 2014.

Many other factors, including some personal criteria, explain the downward professional mobility trend. In general, couples and families with children are less likely to go on a new adventure overseas. The desire to work abroad comes more from singles in their twenties than those who are 60 or more. Needless to say that overseas career prospects are more abundant for young, qualified and flexible persons having specific tech or digital skills. In fact, 67% of respondents who are considering a move abroad are experts in user interface design, mobile application development, artificial intelligence or machine learning.

On the other hands, many countries are also seeking less skilled workers for manufacturing or services sectors, for example. This category of workers is usually less mobile than highly skilled professionals, which also explains the downward mobility trend.

Most attractive destinations for foreign professionals

In spite of their controversial migration policies, the USA remains the world's most attractive destination for foreign professional, as revealed by 34% of respondents. The country is particularly appealing to Latin American and Carribean nationals due to their proximity, as well as those from Subsaharan Africa and Europe. Germany, Canada, Australia, the UK, Spain, France, Switzerland, Italy and Japan are also in the top ten. The UK owes its slight downfall to the Brexit which increases Germany's appeal in the eyes of professionals coming from Russia, North Africa, Middle East and Eastern Europe. What Germany can indeed boast about is its flexible migration policies, industrial strength and generous social protection system. Canada, for its part, holds an unparalleled quality of life with its cultural diversity and natural wealth, while offering high living standards and a universal healthcare system.

Even though foreign professionals have been losing interest in the UK, London remains the world's most attractive city for foreign professionals thanks to its charm, historical heritage, cultural diversity, and its dynamism. New York, Berlin, Barcelona, Amsterdam, Dubai, Los Angeles, Paris, Sydney and Tokyo are also in the top ten cities.

Foreign professionals and their priorities

While professionals are more likely to move abroad for better job opportunities, higher wages and living standards, other factors also have to be taken into account, especially for those moving with their family. These include quality of life, work-life balance, cultural openness and work culture, as well as relationships with peers, colleagues and superiors. Relationships seem to be key criteria for satisfaction according to respondents for whom it's important to feel valued at work when sharing their views and opinions, regardless of their origins.

Naturally, these criteria vary from one nationality to another. While some are looking for stability and work security, others are merely looking for ways of acquiring new knowledge and skills via continuous learning and training.