Career prospects rather than salaries shaping demand, says Kelly’s survey

Having an overseas posting on professional resumes is being increasingly seen as the big ticket for career development in China, notwithstanding the prospects of better salaries.

Part of the reason why an overseas posting is desirable stems from the global footprint of Chinese companies and the resultant job openings. At the same time, it is also due to the growing awareness about work opportunities and the need to learn and understand new cultures and work techniques.

Ren Yun, a 29-year-old accountant in Shanghai, is one of the growing tribe of people looking to further their career overseas. Though she has been working in her present job for over five years, she is keen to get an overseas posting in France or Switzerland as she believes it would further her career.

"Actually everything's fine with my current job - a nice company, pleasant environment and decent salary. But I want to go abroad when I am still single and young. An overseas work experience will certainly help improve my career prospects," Ren says.

Though China's second- and third-tier cities are emerging as ideal work locations on account of better prospects vis--vis bigger cities like Beijing, Shanghai and Guangzhou, it is overseas destinations in Europe and the US that are still the top choices of young professionals.

According to the 2011 Kelly Global Workforce Index, over 34 percent of Chinese employees are keen on overseas opportunities. The survey conducted by workforce solutions provider Kelly Services along with China's largest human resources service provider Zhaopin.com covered 9,986 employees from 13 industries across the nation.

An interesting aspect of the survey was the number of Chinese professionals wanting to work abroad is higher than the global average of 30 percent.

Not surprisingly, the top three choices of the respondents were Europe (48 percent), Asia-Pacific (23 percent) and North America (16 percent). Among Chinese cities Dalian, Chengdu, Tianjin and Qingdao were the most preferred work locations.

Employees from Shanghai were the most keen to work overseas, says the Kelly Services' Index. Over 45 percent of the respondents in Shanghai were keen on such moves, followed by Beijing and Suzhou with 39 and 38 percent.

The Kelly's report indicates that employees from Shanghai and Beijing are keen for such jobs as they have more opportunities to contact international corporations.

Many employees in these cities are overseas returnees who have adapted to Western culture quite well and don't have any barriers in learning languages.

"The main factors that Chinese employees are concerned with an overseas job are the quality and costs of living apart from the tax burden. Other factors, like a particular nation's leadership in a certain industry, are also an attraction," says Mark Hall, general manager of the Professional Technical Division for China at Kelly's Services.

"It could also be why Chinese employees think highly of working in Europe and have relatively less interest in Africa in spite of China's huge investment," says Hall.

The choice of location also depends largely on the skillsets of the employees. So those working in green energy or environmental engineering may go to Europe, while IT workers may consider the United States. On the other hand, employees in the petrochemical industry would consider working in Africa.

Though the survey says that a large number of junior employees, born between late 1980s and early 1990s, are more keen on going abroad, their lack of work experience and poor risk experience act as detriments.

The majority of those employed abroad are technical personnel and managers involved in project management and those in high-tech industry research.

A major finding from the survey is that Asia-Pacific is the second choice for employment among most Chinese. Typically in most nations, North America ranks over Asia-Pacific as an employment destination. "In China, it has been reversed due to the nation's overseas investment policy," says Hall.

The survey indicates 65 percent of the Chinese employees consider family and friends as the biggest barrier in getting a cross-country job. Over 15 percent consider language a barrier, whereas 10 percent are worried about culture shock.

About 50 percent of the Chinese employees surveyed indicated that they would be ready to undertake overseas assignments within a year of getting the offer. Globally the same number is only around 29 percent.

In recent years, overseas assignments are also seen as an integral tool to retain and attract top talent. "Unlike salary and welfare measures, overseas assignments are invisible, yet so effective," Hall says. "Apart from the money, the overseas experience helps Chinese employees acquire a global vision and gain cross-cultural competence.

"The improvement of working skills and intercultural communication skills is a major plus factor in their future career development," says Hall.

Wang Weigang, vice-president of Zhaopin Business Development, says that most Chinese employees find themselves akin to the Western managers who first came to China.

But Wang admits that it is a tough task for domestic talent to become international managers. Good understanding and tolerance of various cultures are integral for successful cross-culture management, he says.