Communications professionals eye jobs further afield
4 August 2014
Nearly 70% of communications professionals would move to another country if offered the right job, a recent survey found.
Mon, 4 Aug 2014Nearly 70% of communications professionals would move to another country if offered the right job, a recent survey found.
The survey of the more than 700 delegates at the recent European Communications Summit in Brussels also found 17% were actively seeking a new job.
Seventy per cent not actively looking for another job would move for the right role if approached, according to the survey by corporate and marketing communications recruiter VMA Group.
Most of those surveyed – 69% – said they would be willing to relocate to a new country for a suitable role.
“It’s much easier to secure a role in another country now than say 10 years ago and more communications professionals are willing to look beyond their home country,” said Willem de Ruijter, head of Continental Europe at VMA Group.
UK recruitment companies not involved in overseas placeings could be missing out on business, he said. They also should ensure they can handle incoming placements.
For organisations seeking this talent, the challenge is how to ensure their recruitment strategies and employer brand messages appeal throughout across Europe to widen their pool of potential candidates.
The survey of the more than 700 delegates at the recent European Communications Summit in Brussels also found 17% were actively seeking a new job.
Seventy per cent not actively looking for another job would move for the right role if approached, according to the survey by corporate and marketing communications recruiter VMA Group.
Most of those surveyed – 69% – said they would be willing to relocate to a new country for a suitable role.
“It’s much easier to secure a role in another country now than say 10 years ago and more communications professionals are willing to look beyond their home country,” said Willem de Ruijter, head of Continental Europe at VMA Group.
UK recruitment companies not involved in overseas placeings could be missing out on business, he said. They also should ensure they can handle incoming placements.
For organisations seeking this talent, the challenge is how to ensure their recruitment strategies and employer brand messages appeal throughout across Europe to widen their pool of potential candidates.
