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Copyright © 2011 Hydrogen Group plc. All rights reserved — www.hydrogengroup.com

Contents
Questions asked...
— Would you consider relocating abroad?
— Is international experience important in your company?
— How important is international experience to your career growth?
— Where would you most like to relocate to?
— What are your reasons for relocating?
— Has the economic climate influenced your decision to work abroad?
— What are the key barriers to finding a job?
— How long did it take to find a job overseas?
— How did you find your current job?
— Has relocating been a positive experience?
— What do you miss?
— Has the use of social media helped ease homesickness whilst overseas?
The gender divide
Appendix
1 2
This is the second annual Global Professionals on the Move Report
- commissioned by Hydrogen and conducted by a consultancy
project team from ESCP Europe. This research analyses the
experience, attitudes, motivations and priorities of highly qualified,
high earning, professionals with regard to working abroad.
A key theme to emerge from the 2011 research is globalisation,
“the world is getting smaller” with advances in technology and
communication playing their part. The top professionals surveyed
perceive and plan their careers in truly global terms, their top
reasons for relocating being an interest in new experiences, greater
earning potential and improved career opportunities. This was a
notable change from last year, when financial motivations were
further down the list, suggesting the economic downturn has been
more influential this year. Personal incentives aside, companies
have higher international expectations, with 63 percent of
respondents saying international experience was important to their
company - particularly in the energy, pharmaceutical and human
resource sectors.
The 2011 Hydrogen report will doubtless be viewed against the
backdrop of the financial crisis and ongoing economic uncertainty
affecting all parts of the world. It is on this point that the 2011 report
is perhaps most telling, for while a lack of jobs is perceived to be the
top barrier to securing a position overseas, the reality is that
professional jobs are often readily available, with candidates more
likely to secure international roles faster than attaining similar
roles at home.
Working overseas received a great endorsement from participants
who had already relocated, with 98 percent saying they would
recommend working abroad to others and 76 percent of those
away for at least three years saying they would stay working
overseas for longer.
While family remained the top reason cited by all respondents for
not seeking a job overseas, missing friends and family was not an
issue for those who made the move, thanks to the ease and
accessibility of the internet and social media - 71 percent of them
Executive summary
saying that social media helped ease homesickness.
Interestingly, the research finds that a high proportion of this
demographic (40 percent) stated home as where they currently are
as opposed to where they were from. Virtually all, if they had to do it
again, would choose to go abroad. Although, however settled they
may be in their life abroad, seeking permanent residency remains a
step too far, with few respondents reporting to be keen on the idea.
Insofar as this report offers unique insights into the mindset of high
flying professionals, an analysis of this year’s data on gender
grounds is telling in the context of the ongoing debate surrounding
the lack of women in board level positions. That only 20 percent of
respondents were women reflects the extent to which men
outnumber women in working overseas. Moreover, the women who
were working abroad were far more likely than men to be single and
not have children. On the premise that the greater the international
experience the better, it was also revealing that women working
abroad tend not to go as far afield as men - thereby potentially
limiting themselves further.
The survey was compiled from the responses of 2,637
professionals from 85 different countries with qualifications of a
bachelor degree or above. With the majority of respondents (91
percent) already working abroad or looking to do so, the survey
offers unique insights into the mindset of career driven
professionals and the importance of international experience within
their overall skill set.
This research confirms working overseas to be an extremely
positive experience, with the vast majority of respondents reporting
that it improved their career prospects, salaries, living conditions
and personal development. Hydrogen Group’s own employees
have experienced these benefits, as Hydrogen not only focuses on
sourcing specialist international roles for candidates, but also
practice it internally, moving 40 of their own people around their
global offices in the last 18 months.
Hydrogen Group
March 2011
Would you consider relocating abroad?
As in last year’s research, professionals are highly motivated to
work abroad. The overwhelming majority (91 percent) of our
survey’s respondents said they were already developing their
career internationally or were willing to do so in the future.
3 4
Is international experience important in your company?
A key finding of this research was the extent to which international
experience is important not just to individuals, but to companies as
well, in terms of the overall skill sets they are seeking in their mid-
and senior-level leaders. 63 percent of respondents said
international experience was important or very important to
their company.
Tim Smeaton, Chief Executive Officer of Hydrogen Group, says
every business has the potential to operate on a global scale and
needs appropriately experienced people to deliver against the
ambitions of their organisations: “The world has changed and
corporate growth is predominantly driven by emerging economies.
The need for businesses to take advantage of these opportunities
demands they operate globally far more than ever before.
One of the key challenges they now face is hiring the right people to
make international working succeed. It stands to reason that those
with overseas experience in more senior roles are looked on more
favourably and can command higher salaries than those without. In
many locations the available talent pool does not include the skill
sets currently demanded.”
“Opportunities internationally are
becoming increasingly desirable
as a result of a shift in focus from
West to East and the career
advancement that can be offered.
A number of companies now
consider international tenure to be
a prerequisite for Director level
roles and above.
“As a result, there is more
competition for senior
international posts and the
selection criteria is becoming
more stringent.”
Dan Church, Hydrogen Client
Services Director
How important is international experience
to your career growth?
Professionals working in the sectors of energy,
clinical research, human resources and finance
rate international experience more highly than
their counterparts working in other sectors.
Dr Claudia Jonczyk, Associate Professor of
Organisational Behaviour at ESCP Europe,
comments that in the case of HR, for example,
international experience is essential. “How are
you to recruit, evaluate and attract people in an
increasingly global workplace if you don’t know
the different rules of engagement in respective
national job markets? It’s essential to understand
that newcomers (from abroad) need to learn to
deal with cultural differences and understand
what makes them feel welcome and stay
engaged,” she says.
“Energy is a typical sector where the value chain
of the business itself is often spread over multiple
countries, if not continents. To get a sense of the
core business, you have to get out there and
live abroad.”
Rory Ferguson, Hydrogen Darwin Park Director,
specialises in placing energy professionals:
“Global mobility is considered an integral part of
the job for most energy professionals. Those
choosing to work in the energy sector expect to
advance their career and develop their skills by
working on projects all over the world.
Subsequently, as recruiters looking to fulfil
against our candidate and client requirements,
international experience, or at least a willingness
to travel, features highly in our criteria when
5 6
finding the best people, simply because clients
prefer to hire those who have worked on
"Globalisation of business
numerous international projects.”
means that professionally
speaking, the environment is
International mobility is also considered
very similar wherever you
important within the pharmaceutical sector, as
work in the world. Yes, it is an
Stephanie Murtagh, Manager Hydrogen
upheaval, but it's also an
Pharmaceutical Practice, explains: “Frequently
enlightening experience; one
clinical research projects operate on a global
which provides you with a
scale. Candidates with experience of working
greater understanding of your
with international teams are essential to these
strengths and weaknesses,
clients. Our candidates know that by gaining
and which allows you to
overseas experience not only will they be in high
develop as a person and as a
demand but they will also give themselves
professional."
greater opportunity to work with specialists from
across the world. For our clients, hiring from a
Lyndsey McAuley - UK to UAE
global talent pool provides a wealth of
experience and cultural diversity.”
 Top relocation destinations

Echoing the findings of last year’s report, English speaking

countries tend to be the most popular with professionals. One of the
growing trends this year is the increase in interest of relocating to
emerging countries such as China and Brazil.

“The Middle East, Africa, Georgia,

South America, I’ve wanted to work
abroad since the first day I joined an
oil company. To make it happen I
contacted overseas agencies, including
Hydrogen, so they could introduce me
to international companies.

“I love working in new places and

meeting people from different cultures.
You learn to integrate and understand
diverse cultures as well as finding
out as much as possible about our
small world.”

Michele Bonanni – Italy to Iraq

7 8
Reasons for relocating
The reasons impacting any individual’s decision
to work abroad are certain to be complex, but
there was a notable difference in the findings this
year relating to why professionals want a job
overseas. While ‘new experiences’ remains the
most cited reason (as was the case in 2010),
greater earning potential has jumped up the list
this year and is the second biggest reason,
compared to taking fourth place last year.
The global downturn continues to make
headlines. Respondents were asked specific
questions about the influence of the current
economic climate on their desire to work abroad.
Has the economic climate influenced the
decision to work abroad?
But, for the second year running this specific
demographic of highly qualified, high earning
professionals did not find the economic climate to
be a major factor in taking the decision to work
abroad. In fact most respondents said it had not
influenced their willingness to move abroad. The
proportion of those who considered the economic
climate to have “increased a lot” their willingness
to relocate has increased, but only slightly, from
ten percent in 2010 to 14 percent this year.
So, while this demographic is perhaps becoming
more swayed by the ability to command higher
salaries elsewhere, the economic downturn is still
not in itself a driver to seeking a job abroad.
9
 What are the key barriers to finding a job?

It is perhaps not surprising, given the dominance of the economic

downturn on media agendas, that respondents interested in
working abroad said their plans had been hampered by a lack of
jobs, with 44 percent citing insufficient job opportunities as the
biggest barrier. However, elsewhere in the survey, those
professionals already abroad were asked about the length of their
job search. The majority stated they had found a job within
six months, with nearly four in ten quickly securing a post -
within less than a month, and 59 percent securing their position
within two months.

Chief Technical Officer for IIR Middle East, Jonathan Wiggans, was
on a plane to Dubai from the UK within two months of deciding to
“It’s understandable in the current
move to a permanent international position, after a career which
climate that people think there are
had seen him working away for two months at a time:
fewer jobs. What we are seeing drop
“I saw the advert at the beginning of September 2008, had a face
off on a local level is being balanced
to face interview in London, a telephone interview with Dubai,
out as the number of global
and landed there on November 3rd.”
opportunities increases.

“It’s more a case of perception than

reality, as 59% of candidates surveyed
in the report said they had secured a
position within two months from the
start of their search. The findings also
support the CV to interview ratio being
much better for candidates when
finding a role overseas than when
looking at home.”

Tim Smeaton, Hydrogen Group

Chief Executive Officer

Length of time taken in overseas job search

How did you find your current job?

As was the case in last year’s report, using a recruitment consultant

was found to be the first route to a job overseas, according to
respondents who had been successful in their search. Those keen
to work abroad that haven’t yet made the move were most likely to
have done internet research around the idea. This is in line with last
year’s findings, suggesting once again that a more formalised,
structured approach to an international job search is the best
means of securing a positive outcome.

"I returned to the UK in late

December 2010 and started
looking for work in January.
Within two weeks Hydrogen
had secured me a position."

Liane Glass -
South Africa to UK

"Hydrogen was excellent at

keeping in touch, checking
everything was going well
with the job and the move."

Jonathan Wiggans - UK to UAE

13 14
Has relocating been a positive experience?
Our survey asked professionals already abroad about
improvements to living conditions, salary, career prospects and
personal development, and the responses were consistently
upbeat. Virtually all (98 percent) of the 756 professionals already
working abroad said relocating had been a positive experience for
them – so much so that just under a quarter (23 percent) said they
intended to stay longer than originally intended.
When asked about their next move, less than a fifth of respondents
said they wanted to return to their home country, with 38 percent
saying they were keen to find a job in another country.
Tim Smeaton, Chief Executive Officer of Hydrogen Group, says:
“We’re generally finding the candidates we place and move
overseas stay there longer than originally anticipated. Lower tax
rates, better perceived quality of life, and a buoyant employment
market can make it a far less stressful environment. This benefits
our clients equally by creating a more settled working population,
thus removing the need for the generous expat schemes that used
to exist and are rapidly becoming harder to find.
The news that over three quarters of survey respondents have
been away for at least three years, and almost all movers say they
would recommend working abroad to others, will surely be
welcomed by global businesses as much as it is by us, as a
specialist global recruiter.”
Virtually all (98 percent) respondents said they would recommend
working abroad to others. Similarly, 93 percent reported that they
would go abroad again if given the chance. But for all the
satisfaction with working abroad – and staying there longer –
15
permanent residency remains a step too far for most, with only
one in ten respondents abroad saying they would seek a
change of status.
Commenting on these findings, Dr Claudia Jonczyk from ESCP
Europe says that while it is increasingly common for professionals
to study, live and work abroad for some time, the typical pattern
remains to return home after 10 years. “The reasons for this are
numerous as well as very individual,” she explains. “Deep down
the majority expect, or at least plan, to finally return home, while
at the same time they would not miss their overseas experience
for anything.”
Liane Glass first arrived in the UK from South Africa in 2009. She’s
now enjoying her second placement made by Hydrogen, a rolling
three month contract as a financial accountant in the corporate
finance division of Lloyds TSB in London. She always planned to
work internationally and, while completing her three year
traineeship at home, began preparations for a career overseas by
applying for the relevant visas and other paperwork and contacting
recruitment agencies.
“Moving was quite a daunting experience but also exciting, as I
was setting up a new life. It’s definitely benefited my career,
especially in terms of everything I’m learning. I don’t feel I’m
missing out on anything by not being at home, it’s far better to have
the international experience on my CV.
I’ve had the chance to work in interesting environments with
people from all over the world. I've travelled through Europe and
really enjoy living in a vibrant city like London. At the moment I
haven’t made any long term decisions as I still have so much to
gain from working in the UK, and have lots of other countries
to visit,” she says.
16
What do you miss? Has the use of social media/instant messaging
helped ease homesickness whilst overseas?

However fulfilling their life

overseas may be, professionals
working abroad will always
miss something about home,
and for most it’s family, which
topped the ‘miss list’ for seven
in ten of professionals already
abroad. Family was likewise the
top reason cited against
relocating. However, in terms of
adapting to new cultures and
making new friends,
respondents’ experiences were
again positive.

“I’ve made lots of friends and

done more exciting things than
if I’d stayed at home. I’m not
ruling out moving back but
won’t consider it for another
year. Its been a challenge -
settling into a new office,
missing family and friends,
and adapting to different ways
of doing things – but I
wouldn’t have missed it.”

Jacqueline Leigh – UK to
Australia

The survey included a specific

question for those already
working abroad about
homesickness, which was a
problem for only 6 percent of
professionals. The survey also
asked where they considered
home, with a surprisingly large
number (40 percent) of Social media has been one of the great revolutions of our times,
radically changing the way we communicate with each other,
professionals saying home is
where they currently are as
"Technology makes it so easy. We can personally and professionally. It is a major force in helping people
bridge the miles, and for professionals working abroad it is clearly a
opposed to where their see each other and talk all the time vital tool to keeping in touch. While the availability of social media
families, or country of origin
were. A further 14 percent through Facebook, sharing pictures was not a significant influence on respondents’ decision to go
clearly see themselves as true abroad, once there it was a major factor in alleviating
global citizens, describing and comments." homesickness with 71 percent saying the likes of Skype and
Facebook helped make the transition easier, though only 23
home as “anywhere in
the world.”
Jonathan Wiggans - UK to UAE percent said social media connectivity was an influence they took
into consideration before they left.

17 18
The gender divide
One of the biggest, and most emotive, employment issues is the
lack of women in board level positions.
Emma Halls, Hydrogen ANZ Director comments, “In the last six
months we have experienced a significant increase in the number
of clients wanting to interview high profile, board level women.”
The survey offers fresh insight into factors affecting how few women
make it to the top in business – namely that women are not getting
as much international experience as men, thereby hindering their
career progression.
partner 16%
widow(er) 1%
divorced 3%
Moreover, double the percentage of women working abroad were married 29%
single, whereas the opposite was the case for men, who were more single 51%
likely to be married. Women working abroad also did not, in the
children over 18 yrs 3%
main, have children. Men, on the other hand, were just as likely to
have children, as not. A gender breakdown of respondents’ plans
children under 18 yrs 18%
for the future was similarly revealing, with double the percentage of no children 79%
women (32 percent) stating they wanted to go back to their home
country, compared to just 15 percent of men.
Given the fact that the more international one's experience the
better, it was also revealing that women working abroad tended not
to travel as far afield as men – by limiting their development further.

One of the key findings of the survey was the extent to which
professionals and companies value international experience and
view it as vital to a successful career. Indeed, the correlation
Dr Claudia Jonczyk from ESCP Europe, believes the findings
resonate with what is already known about the root causes of too
few women in top positions. “It has been repeatedly shown that
20%
between international experience and career progression is
generally accepted in most companies today. That only 20 percent
women face particular hurdles on the way to the top,” she explains.
“To name a few – a lack of mentoring career sponsorship, lack of female
of respondents working abroad were women shows the extent to
which women are not benefiting from this important aspect of
career experience. Women do express a desire to relocate almost
access to influential (male) networks, as well as the number of
children. All have been shown to negatively impact women’s career
advancement and are hurdles that men simply do not have to face.”
abroad
as much as men, 41 percent of women, compared to 46 percent of
men, but the reality of working abroad is still realised by many more
men than women.

8% partner
1% widow(er)
3% divorced
65% married
23% single
14% children over 18 yrs
40% children under 18 yrs She continues: “When it comes to international assignments, the Dubai – possibly in Italy. She feels professional women are missing
46% no children ‘trailing female spouse’ is still the norm, the gender-based out by not considering an international position – even if it means
assumption being that the man’s career will take precedence.” moving far from home.

Aside from gender based assumptions and barriers, it remains a
fact that working abroad is highly satisfying and fulfilling for women
– and that the job opportunities are there to be had. Nine in ten
women said relocating had been a positive experience, had
accelerated their personal development and that they’d go abroad
“I think there are misconceptions of the Middle East and Asia.
People perceive that there’s an enormous cultural clash, but the
globalisation of business means that professionally speaking, the
environment is very similar wherever you work. Yes, it is an
upheaval, but it’s also enlightening, providing you with a greater

80% again; every woman (100 percent) surveyed said they would
recommend the experience to others.

One woman enjoying this experience is Lyndsey McAuley, an

understanding of your strengths and weaknesses, allowing for
development as a person and as a professional.”

Interestingly, women’s satisfaction ratings trailed men’s in only two

Associate with the legal firm Clifford Chance in Dubai. After making areas. While 84 percent of men said moving abroad had improved

abroad the decision to move abroad and contacting Law Professionals,

Hydrogen Group’s specialist legal recruitment business, she was
offered interviews with three firms within three weeks.
their salary, only 74 percent of women reported the same. Similarly,
78 percent of men said their living conditions had improved, while
that was the case for only 68 percent of women.

“Professionally I have a lot more responsibility. I have developed far
more in the last six months as a lawyer than the previous two years
in London and I’m undertaking a much broader role, both in terms
of geography and practice area.”
Lyndsey’s contract in Dubai is a permanent one, and she is flexible
with regards to how long she will remain in the country. She would
consider another international assignment on her departure from
Simon Walker, Hydrogen Asia Regional Managing Director, says
diversity is a key issue among his clients: “From partnering with
many large banking groups in Asia we’ve found diversity has
become a key theme when finding them the best talent. They want
to close the diversity gaps existing in their workplace to accurately
reflect the globalisation of their business. Many of our clients now
approach us to help them find highly qualified professionals of
different genders, races and ages.”

20
Appendix
The Hydrogen Global Professionals on the Move Report 2011 is
based on the results of a major online survey that ran during
December 2010/January 2011 and attracted 2,637 responses
from professionals of 85 different nationalities working in
professional services, industry and commerce, financial services
and the public sector.
The online survey was distributed using business social networking
sites, databases from Hydrogen Group, alumni of ESCP Europe,
and the University of Vienna.
The survey was conducted by a consultancy project team from
ESCP Europe and examined the opportunities and motivations of
mid- and senior-level professionals to working abroad.
Gross annual income level (USD)
Age
Working experience
Education
21
The home country of the majority of respondents (35 percent) was
the United Kingdom, with the remaining coming from a fairly even
spread of countries in Europe, Australasia, North America,
the Middle East and Asia.
The respondents were mainly mid-senior level professionals and a
majority earned in excess of USD76,000 per annum, the average
being USD100,000 per annum. Virtually all held qualifications of a
bachelor degree or above.
Of the 2,637 respondents, 81 percent were over the age of 30 and
87 percent had 5 or more years’ work experience.
The gender breakdown of the sample was 20 percent female and
80 percent male.
756 respondents were already abroad and of the 594 of those that Hydrogen Group and ESCP Europe
revealed their gender, 117 were female and 477 were male.
Hydrogen Group is a global specialist recruitment group which
focuses on finding and building relationships with high-quality
specialist candidates that our clients have difficulty sourcing
themselves. Hydrogen recruits across a number of global specialist
practice areas including technology, legal, HR, pharmaceutical,
finance, trading & advisory, and engineering.
www.hydrogengroup.com
ESCP Europe is one of the oldest business schools in the world.
Founded in Paris in 1819, the School provides postgraduate and
executive-level business education at five European campuses
(Paris, London, Berlin, Madrid and Turin), and globally via a broad
network of academic partners.
www.escpeurope.eu
for more information about this report please contact Alex Bigland
alexandrabigland@hydrogengroup.com or +44 (0)20 7090 7739