To reach the next career level, certain requirements must be met. Do an employee's skills exceed their current position? Or is the employee willing to relocate if necessary?
In order to answer the last question, the HR experts at HR Consult Group AG wanted to know how willing our candidates are to relocate in a candidate survey with more than 10,000 participants.
The analysis reveals that two-thirds of all candidates are generally willing to relocate. 24 percent would even be willing to relocate internationally. Exactly one-quarter do not want to leave Germany for their next career move. Only 18 percent want to stay in their current state.
This means that if you have a position to fill that requires a candidate to change their place of residence, access is limited to 67 percent of all candidates.
The remaining 33 percent are not willing to move.
About the author
After studying automotive engineering and industrial engineering, he began his professional career in the automotive industry in the areas of sales, development and marketing and also spent a year in Japan with one of the largest automotive suppliers.
He then moved to a globally renowned premium car manufacturer, where he was responsible for product marketing in Japan and South America and for marketing strategy in North and South America.
In 1994, he decided to become self-employed and founded a personnel consultancy in Munich, where he has been driving development and expansion for over 20 years. As Managing Director, his industry focus is naturally on the automotive world as well as mechanical and plant engineering.
His doctorate in the field of aptitude diagnostics ideally rounds off his areas of expertise, particularly with regard to personnel and management consulting. The dissertation deals with the identification and verification of typical personality traits of engineers as well as the definition of development areas for a successful professional career.
These are scientifically derived and presented in the book "Eignungsdiagnostik im Praxiseinsatz".
At the same time, his focus is on the development of networks and cooperation models as well as the continuous further development of systems and processes in personnel consulting.
Over the last 20 years in personnel consulting, he has developed several brands that are still operating successfully on the market today.
