7 Tech Talent Relocation Trends In 2019
Everything that you should know and watch in the sector of tech talent relocation
Jobs with relocation are barely anything new. 2019, however, is going to bring lots of unexpected shifts to the tech talent relocation scene. The situation may change dramatically as relocation services and the market going through significant transformations too.
Being a leader in providing international recruitment services we’re regularly observing everything that is related to relocation and these are 7 trends that you should know and watch in the sector of tech talent relocation.
1. A change in countries of origin and relocation destination preferences
It’s not unusual for the countries that tech talent come from to shift over time. India is now the country with the largest number of people living outside the country’s borders (17 million), followed by Mexico (13 million), the Russian Federation (11 million) and China (10 million).
Therefore, the list of countries to source candidates from, will be constantly shifting too.
It’s also important to keep in mind that tech talent’s relocation destination choices are subordinated to change. A large number of candidates are now choosing Europe as their top destination. Among the major factors influencing the choice of a relocation destination are the country’s cultural, social, educational, economic and political landscape, its safety level and possible human rights restrictions. Money typically is given a lower priority.
2. Relocation packages are becoming an essential part of hiring plans
There is a growing evidence to say that the companies offering relocation assistance now are becoming more usual, than they were in the past.
For the companies that recruits not only locally but globally, relocation packages are becoming an essential part of HR schemes and onboarding processes.
Some small and midlle-sized companies hiring internationally can only cover basic expenses such as visa/work permit or plane tickets, while big companies can offer their candidates much more. The relocation help depend not only on the size of the company, but on its age, its financial performance, experience in hiring foreign talents, and other benefits (e.g. a sign-up bonus, equity, shares, etc.) that comprise an overall compensation package offered to job seekers.
The information below is backed by the job relocation survey from Allied, one of the world’s largest moving companies.
“62.6% of our respondents who had relocated worked for companies that offer relocation packages, while 37.4% worked for employers that don’t offer such assistance. And when it comes to offering this type of benefit, the size of the company makes a difference…“
The most frequent relocation perks are:
— Visa support (work visa sponsorship, help in filling out documents, etc.);
— One-way plane or train ticket coverage for an employee or for the employee’s whole family;
— Housing support (providing assistance with searching for a home, payment of a rental deposit, etc.);
— On-site assistance like language courses, adaptation tips (what insurance to choose, how to open a bank account and so on);
— Financial aid, e.g. coverage of moving expenses (furniture, home appliances, etc.
3. Software engineers with 3–5 years of experience are the “perfect combo”
Of course, we are all seeking for top tech professionals. The flip side of that is the large number of job offers those candidates get every week. They are free to choose between various projects, countries, salaries and working conditions…
Naturally, the average salary of a Senior Software Engineer today versus 5–8 years ago differs greatly and this number grows year by year.
4. Long distance relocation is now a more attractive option
In the past few decades, companies tended to choose candidates from nearby countries so that their flight to a final interview only took a couple of hours. Nowadays, there are bunch of companies that are actively hiring workers from overseas.
Obviously, the further you expand beyond your local market, the larger the talent pool is. Moreover, it allows you to bring diversity to your tech team and enjoy working in a multilingual, multicultural environment.
5. Candidates are becoming more and pickier
The increase in popularity, combined with the increasing availability of opportunities to relocate for tech vacancies brings with it another trend: potential hires might have more choices now than ever.
Especially for those with a good background and highly desirable tech skills, the number of positions they might take is much higher than in the past few decades.
Frequently candidates are considering three or even more countries for their next work destination. With that in mind, you need to be ready to compete with companies from other countries to get the attention of the best tech workers and tell them about the benefits of moving to your country, among other things.
The next two trends are more related to the situation in Europe, but they are still worth your attention.
6. Finding EU talent ready to relocate outside Europe is becoming harder
Even though the process of moving around Europe with EU passport is a lot easier (such candidates require neither an entry visa or work permit), finding a senior software developer willing to relocate to another EU country for a new job is becoming more difficult.
This is largely due to the growth of the local IT market in practically every EU country. Companies like Microsoft, Amazon, Google, Facebook have actively opened offices throughout Europe. As a result, the need to move to the US to join big-name tech companies is gone.
Besides, there are more opportunities to work remotely. Telecommuting, in many cases, allows tech employees to earn more than they could being physically at the office and it helps them avoid all those costs and issues associated with moving.
Among those (with an EU passport) who are ready to relocate within Europe are, for the most part, junior level professionals and recent graduates seeking to gain new experience. It’s easier to move when you’re young. Over the years, when you have a family, children, it becomes much more difficult.
7. Non-EU citizens relocating in Europe are probably the best bet
The chance of finding your potential employee — the one who doesn’t have an EU passport but who has already moved to Europe or intend to do it — is much higher.
In this case, your applicant (and probably you as an employer) will still have to deal with all those visas issues. But foreign IT talent, if successfully hired, will certainly deliver skills, passion, higher productivity and unique perspective to your company. Foreign talents have to rely on their own brains and motivation to relocate from their home country. In the workplace, this can translate into the personal initiative, resourcefulness, and independence.
What would be your number 8 trend? Feel free to share your opinion in the comments below. Alternatively, you can message us on Facebook.
By the way, today is also a BIG day for our team.
Together with this article, the newly World Wide Spice IT website has just gone live. Don’t pass by, visit it and enjoy it in the new absolutely stunning design!
