This section of our research concentrates on the selection of candidates for overseas roles and how companies can address and alleviate any hesitancy that an employee may have about living and working abroad.
Relocation has long been used as a tool to engage employees, incentivised by the prospect of new experiences, financial rewards or, often, both. Yet in the wake of Covid-19 and remote working, and with a new generation of the workforce emerging, anecdotally we know that trends are changing.
We set out to learn more about how mobility is being used today as a tool for employee engagement. We wanted to learn more from HR managers around the world about how they now view the relocation of employees as a way of engaging and retaining them, by looking at the benefits it presents for employees and employers.
Among the survey findings, we found that employees are still keen to relocate and immerse themselves in different cultures; 55% of those questioned said that the number of relocations in 2022 had increased compared to the previous year, when more travel restrictions were in place. But we are hearing, anecdotally, that relocations through 2023 are decreasing, in large part down to continuing economic challenges.
But with employee engagement becoming increasingly complex in a changing world, we wanted to explore where and how mobility can – or does – play a role.
This section of our research concentrates on the selection of candidates for overseas roles and how companies can address and alleviate any hesitancy that an employee may have about living and working abroad.
