RIYADH — The Kingdom of Saudi Arabia’s (KSA) international standing as a preferred location where foreign nationals would like to pursue professional opportunities has increased, with the country’s global attractiveness rising seven places from number 35 in 2018 to number 28 in 2020, according to a new study of approximately 209,000 people in 190 countries by Boston Consulting Group (BCG) and Bayt.com. The study illustrates how the ongoing pandemic has had a major impact on people’s opinions about working abroad and overseas, reducing general interest yet attracting them to countries that have mitigated the crisis to greater avail. The joint report titled, ‘Decoding Global Talent, Onsite and Virtual,’ explains the recent findings further, showcasing the Kingdom as a more attractive destination among the global community. The third core publication based on BCG and Bayt.com worker mobility and preferences research also shed light on the key factors behind KSA’s strong leap in the global rankings. “The Kingdom’s surge in the global attractiveness rankings is a very encouraging sign for the country at the social and economic levels,” said Dr. Christopher Daniel, managing director and partner, BCG Middle East. “While prominent nations and renowned cities are now viewed as less desirable than they were in 2018, Saudi Arabia has headed in the opposite direction not only due to effective pandemic prevention measures, but because of other key factors. In addition to sustained Vision 2030 progress and related reform undertakings, leadership stability and high community engagement are also prominent reasons behind global attractiveness improvements.” According to the Saudi participants in the survey, 38 percent were expats and 62 percent nationals, reflecting the country’s population composition, which is estimated to comprise an expat community of more than 30 percent. Crucially, their responses have also shed light on nationwide attitudes in relation to several work-related aspects. According to the study, around half of people worldwide are willing to move abroad for work at present — down from 64 percent in 2014 and 57 percent in 2018. Although this viewpoint was expressed by respondents in almost every country, this figure is slightly higher in Saudi Arabia, with 53 percent saying they would be willing to work abroad. This is driven by the national population’s exposure to education and foreign markets via government-backed scholarships and training opportunities, and by the significant share of expats in KSA that have already shown their willingness to relocate for work. While there is a lower degree of ambition to pursue work opportunities in a foreign country, the survey shows a high level of willingness to remain in one’s home country while working for a foreign employer at the global level, with 57 percent insisting this is something they would do. However, attitudes here differ significantly in KSA, with 37 percent of Saudi respondents prepared to work at home for a foreign employer. Potential drivers for this are strong community links across the country and the importance of local employer reputations within family circles and the wider community. “Restrictive immigration policies have already weakened the mobility trend,” said Rainer Strack, BCG senior partner and one of the authors of the study. “COVID-19 is a new variable that is making people cautious about considering international relocation. And with the rise of remote working, many may feel that they can further their careers virtually, without needing to move at all.” “The job market has witnessed many changes over the past few months. The COVID-19 pandemic that is being battled across the globe has redefined major operations and processes, placing companies in every industry under pressure to make the transition to virtual workplaces. As such, the vast majority of professionals and businesses have adopted remote working, enabling them to remain competitive and ensure continuity,” said Ola Haddad, director of human resources at Bayt.com. The report also describes the challenges companies face in offering remote international employment – including cultural integration and the securing of visas — and highlights some early solutions. Furthermore, the data gathered for Decoding Global Talent, Onsite and Virtual provides insights into worker attitudes by gender, age, education level, digital skillsets, and job hierarchy positions – which will be prove valuable as part of companies and countries efforts to attract talent from abroad moving forward. — SG