BEC高级文章精选：年青员工的搬迁之路

BEC高级文章阅读精选：年青员工的搬迁之路（三招让你的目标客户被精心打造的针对性内容俘获）

导读：二十年前，只有一小部分劳动力，以C打头的管理层（CEO、CFO、COO）可能会被要求搬迁，以迎合职业发展需要。现在整个行业都在发生巨大的转变，年青的员工为了个人发展也加入到了搬迁队列。企业考虑人才的获取、保留和发展以及员工如何进行职业定位，这些状况正在改变。事实上，据一家调研公司的数据显示：千禧一代（1983-2000年出生的人)）很乐意为了工作需要而搬迁，他们相信流动对于职业发展非常重要，愿意为了职业发展而推迟生命里程碑，这些人都相当独立。

以下文章选自HRO TODAY网站，本文通过分析年青人对待工作搬迁的态度，结合当今社会的职场环境和未来人们对职业生活的展望，给人事工作从业者处理员工搬迁及人员流动提供了建设性的意见。里面包含非常地道实用的商务英语写作词汇及句型，相关生词及实用短语已用蓝色高亮，希望能够对正在BEC备考的童鞋有所帮助。

Twenty years ago, only a small percentage of the workforce—typically C-suite executives—expected to relocate for career advancement. Now the industry is seeing a significant shift toward younger employees relocating to grow professionally. It’s changing how organizations think about talent acquisition, retention, and development and how employees map their lives and careers. In fact, a new Wakefield survey for Graebel found that millennials are willing to relocate for work, believe mobility is essential for career advancement, are willing to postpone life milestones for professional development, and are highly independent.

Where does this stem from? Millennials’ willingness to relocate is probably the result of the study-abroad programs they utilize to gain exposure to other countries and cultures during college. 84 percent of millennials are willing to relocate for a job and 82 percent of millennials believe eventual relocation will be necessary for career advancement. More and more college graduates are entering the workforce with a stronger desire to live and work in another country. Millennials, now more than ever, have a global mindset when it comes to their careers.

International experience matters. Eighty-three percent of respondents say they would to give preference to a prospective employee who has worked abroad, if they oversaw hiring. In 20 years, millennials will be sitting in the chairs currently occupied by baby boomers and making hiring decisions that will set the course for their companies’ futures. Just as executives today assess employees based on their own experiences, millennials will pay more attention to candidates who have worked overseas. Mobility is a major career-building factor and will be for many years to come.

Professional opportunities are shifting personal choices. To live in their dream destination, 72 percent of childless millennials would delay having kids and 71 percent of single respondents would postpone getting married. The old order of getting married, buying a house, and having kids by age 30 hasn’t been the norm for a long time. Millennials are already delaying these life milestones, so it’s no surprise the survey finds that respondents will push marriage and children back even further to increase their professional value and advance their careers.

Money continues to be a main driver of relocation. Sixty-five percent say money would make them more likely to move to a foreign country for work, compared to 35 percent who would relocate for the experience. HR leaders need to understand that money is still part of the equation. There still may be a paternalistic sense among organizations that employees are getting a once-in-a-lifetime experience that will make them more valuable when they return, but it’s also about pay in order for organizations to remain competitive and attract top talent.

The preference for the types of relocation benefits varies. Seventy-eight percent of millennials would rather make all the travel and housing decisions themselves using a company stipend. Millennials have grown up in an age of unprecedented technological advancement, and they’re extremely comfortable using web-based tools, social media, and smartphones to manage their lives. And relocation may be no different to them. Self-service is far more prevalent with domestic moves because there is a higher level of complexity and risk with international moves. HR and mobility professionals will always have a role in relocating employees because they still need to provide guidance and handle issues, but, companies—especially those that take a lump sum approach— should embrace their employees’ desire for self-servicing and making their own decisions. It’s the future of corporate mobility and an opportunity for mobility professionals, unhindered by the need to manage all the details for all transferees, to rise to more strategic roles.

The findings of this survey are clear: Millennials are ready and willing to move, and HR leaders should build mobility programs with these findings in mind. Any HR leader trying to attract, retain, and develop highly talented millennial employees should think about creating a short-term rotational mobility program that gives employees exposure to different parts of the country or the globe, and, more importantly, different sides of the business. Rotational career and client development programs offer short-term stints across the globe. These programs are geared toward attracting high-performing, up-and-coming millennials who are willing to relocate, have a desire to enhance their professional experience, and are comfortable delaying planting roots.

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