3 giovani su 4 sono disposti a lavorare all’estero

È quanto emerge da uno studio condotto dal Boston Consulting Group, multinazionale statunitense di consulenza di management, su un campione di 360mila persone, distribuite in 197 Paesi.

Il “Decoding Global Talent 2018” per l’Italia

La ricerca ha rilevato che 3 under30 su 4 sarebbero disposti a lasciare il nostro Paese in visione di un lavoro all’estero, con la speranza di:

  • migliori opportunità di carriera;
  • migliore qualità della vita;
  • allargamento dei propri orizzonti;
  • arricchimento del curriculum;
  • confronto con una cultura diversa.

Insomma, non sarebbe soltanto lo stipendio ad invogliare i giovani a partire quanto  la possibilità di riuscire a bilanciare vita e lavoro, di svolgere un lavoro stimolante in piena intesa con superiori e colleghi, di essere formati ad hoc per il proprio lavoro, di avere certezza del rispetto delle regole.

Nonostante questi dati c’è da dire che la propensione generale alla fuga all’estero è in calo nel 2018 rispetto ai dati raccolti nel 2014 passando dal 64 al 57%; anche in Italia si registra una flessione per il 2018 che segna il 59% contro il 55% registrato nel 2014.

Strategie per trattenere i talenti

Sicuramente, la possibilità di poter viaggiare molto di più e a costi decisamente ridotti rispetto al passato, consente ai giovani di confrontarsi con altre culture e realtà europee e mondiali ma c’è anche da tener presente che:

  • La questione Brexit sta mettendo i bastoni tra le ruote all’opzione “Gran Bretagna” tanto che sul podio delle principali destinazioni, attualmente, ci sono USA e Germania;
  • Dall’esterno, l’Italia è al nono posto dei Paesi più scelti per trovare lavoro;
  • La crescente disponibilità di tecnologie digitali ha aumentato la possibilità di lavori autonomi poiché si può lavorare per chiunque, in remoto, da qualunque posto del mondo.

In ogni caso, le strategie per trattenere i cervelli italiani nel nostro Paese potrebbero essere almeno un paio:

  1. Formare dipendenti in grado di essere flessibili e che possano affrontare il cambiamento di ruolo con la disponibilità necessaria;
  2. Puntare sull’employer branding, cioè su quell’insieme di strategie di recruiting in grado di costruire un’immagine aziendale coerente con la sua identità e portatrice di un messaggio positivo come luogo di lavoro ideale per attrarre e fidelizzare i dipendenti di talento.
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