Based on caregiver group distribution, economic development levels, and immigration willingness intensity, construct a "North - Central - South" three-dimensional layout to achieve comprehensive coverage and deep penetration of core markets.
I. China's Caregiver Market: Supply Gap and Overseas Momentum
(I) Market Scale and Demand Rigidity
10 Million
Caregiver Supply Gap | Current Demand Satisfaction Rate Only 20%
260 Million
Population Aged 60+
18%
Proportion of Disabled/Semi-disabled Elderly
40 Million
2025 Disabled Population Scale
13 Million
Theoretical Caregiver Demand
(Based on 1:3 Ratio Standard)
(Based on 1:3 Ratio Standard)
3 Million
Current Total Caregivers
20%
Current Demand Satisfaction Rate
-
Explosive Growth in Total DemandChina's population aged 60 and above has exceeded 260 million, with disabled and semi-disabled elderly accounting for about 18%. It is estimated that this group will reach 40 million by 2025. According to the internationally recognized 1:3 caregiver-to-elderly ratio standard, approximately 13 million caregivers are needed. However, the current total number of caregivers nationwide is only 3 million, resulting in a supply gap of up to 10 million.
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Differentiated Demand StructureHospital care needs account for 40%, mainly serving post-operative and critically ill patients; home care demand grows at over 15% annually, focusing on long-term care for disabled elderly; institutional care demand accounts for 35%, with caregiver-to-elderly ratios in elderly care facilities often reaching 1:10, far below the international standard of 1:3.
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Regional Supply-Demand ImbalanceCaregivers in first-tier cities can earn thousands of yuan per month but are still "hard to find," while salaries in central and western rural areas are low but supply exceeds demand, creating structural contradictions.
(II) Supply-Side Shortcomings and Professional Upgrade Needs
Inconsistent Qualifications
- Certification Rate: Less than 30%
- Main Issue: Many practitioners enter the industry only through "personal referrals"
- Core Pain Point: Lack of systematic skills training
Serious Structural Imbalance
- Age Structure: 75% are middle-aged women
- Source Composition: 60% come from rural migrant labor
- Young Population: Those under 35 account for less than 10%
- High-end Talent: Severe shortage in rehabilitation care, critical care, etc.
Career Development Bottlenecks
- Professional Identity: Low professional identity
- Salary Ceiling: Obvious salary ceiling
- Overseas Trend: Encourages skilled workers to seek overseas development
- Stable Group: Formation of a stable "overseas-bound group"
(III) Strong Appeal of Australia's Employment and Immigration Pathway
85,000
2025 Nurse Shortage
123,000
2030 Nurse Shortage
17,500
2023-24 Fiscal Year
Nursing Migration Quota
Nursing Migration Quota
$99,000
Australian Registered Nurse
Average Annual Salary (AUD)
Average Annual Salary (AUD)
$51,222
Caregiver Annual Salary
Minimum Standard (AUD)
Minimum Standard (AUD)
5.0
482 Visa
Language Requirement (IELTS)
Language Requirement (IELTS)
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Shortage-Driven Policy BenefitsAustralia's nursing industry faces a prominent talent shortage. The nurse shortage will approach 85,000 by 2025 and expand to 123,000 by 2030. The 2023-24 fiscal year nursing professional skilled migration quota is as high as 17,500. Caregivers can achieve immigration through the 482 temporary visa (convertible to 186 permanent residency after 2 years).
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Salary and Benefits AdvantagesAustralian registered nurses have an average annual salary of approximately A$99,000, far exceeding the local average. Caregivers earn no less than A$51,222 per year and enjoy benefits such as overtime pay and family reunification.
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Low-Threshold Entry PathThe 482 visa has lenient requirements for caregivers, with no hard age restrictions. One year of work experience can substitute for education. Language requirements are only IELTS overall score of 5.0 (or equivalent OET score), and the language skills assessment threshold will be further lowered in 2025.
II. National Strategic Layout: Three-Dimensional Market Coverage System
(I) Layout Logic: Focusing on Core Customer Base and Potential Regions
(II) Details of Three Major Regional Layouts
| Regional Zone | Core Cities | Regional Advantages | Functional Positioning | Target Customer Base |
|---|---|---|---|---|
| North Region | Shenyang / Changchun | 1. High aging degree, large caregiver stock (three northeastern provinces total over 400,000 caregivers) 2. Traditional labor export area with strong overseas employment willingness 3. Local care institutions have high standardization, 35% have complete qualifications |
Customer Reserve Center Basic Training Base |
1. Senior caregivers from elderly care institutions (3-5 years experience) 2. Skilled backbones from hospital care centers 3. Nursing graduates from vocational colleges |
| Central Region | Hangzhou | 1. Yangtze River Delta economic core area, strong consumption power, high willingness to pay for training 2. Concentration of foreign-related care institutions, strong demand for bilingual care 3. Adjacent to Shanghai, can share international resources and faculty |
Training R&D Center Regional Operations Hub |
1. Foreign-related care personnel from high-end elderly care institutions 2. Care practitioners with study abroad background 3. Young people planning "study abroad + immigration" pathway |
| South Region | Xiamen/Zhuhai | 1. Strong labor export tradition in Minnan and Guangdong-Guangxi regions, large base of Australia-bound practitioners 2. Core of West Coast Economic Zone, radiating to Fujian, Guangdong, Jiangxi and other provinces 3. Port cities with high internationalization level and convenient visa processing |
South China Test Center Cross-border Service Hub |
1. Caregiver practitioners from Minnan and Guangdong-Guangxi regions 2. Test-takers recommended by immigration agencies from Guangdong, Fujian, etc. 3. Returning care personnel from Southeast Asia |
(III) Core Value of Xiamen+Zhuhai Test Centers: Filling the South China Market Gap
1.2M+
Direct Reach of Potential Customers
(Fujian 320K + Guangdong 680K + Jiangxi 250K)
(Fujian 320K + Guangdong 680K + Jiangxi 250K)
15%
Proportion with Overseas
Employment Willingness
Employment Willingness
Top 10
Local Immigration Agency
Number Ranking
Number Ranking
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Regional Radiation PowerXiamen+Zhuhai can cover Fujian (320,000 total caregivers), Guangdong (680,000 total caregivers), and Jiangxi (250,000 total caregivers), directly reaching over 1.2 million potential customers, of which about 15% have overseas employment willingness.
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Industrial Foundation SupportXiamen has a national-level comprehensive reform pilot zone for elderly care services, has cultivated a number of standardized care institutions, and ranks among the top ten in China for local immigration agencies, enabling the formation of an "institution recommendation - training - examination" cooperation closed loop.
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Policy Environment CompatibilityXiamen, as a special economic zone, and Zhuhai, as part of the Greater Bay Area, are open to foreign-related examination and training businesses, with efficient approval processes and complete international supporting services (such as language training, visa consulting).
(IV) In-Depth Analysis of Caregiver Market
Australian Caregiver Immigration Market Opportunities
Australia faces a severe shortage of nursing talent. The elderly care industry's labor gap is expected to reach 110,000 by 2030. Nursing has long been on the shortage occupation list, with the 2023-24 fiscal year immigration quota as high as 17,500.
110K
2030 Projected Shortage
17.5K
2023-24 Fiscal Year Quota
Explosive Growth of OET in China
In 2024, OET registrations in Mainland China increased by over 120% year-on-year, with medical doctors and practicing nurses being the main groups. Exam fees are approximately ¥2,800-3,500 RMB.
120%+
2024 Registration Growth
6
Confirmed Open Test Centers
China's Caregiver Market Size and Gap
China's caregiver industry market size reached ¥1.36 trillion RMB in 2024 and is expected to reach ¥1.52 trillion in 2025. There are approximately 520,000 elderly care workers nationwide, but the actual demand gap reaches tens of millions.
Practitioner Structure Characteristics
65.2%
Practitioners Aged 45+
30%
Certification Rate
56.13%
Junior High Education Proportion
2.93%
Bachelor's Degree and Above
Domestic vs International Salary Comparison
China Caregiver Average Monthly Salary
¥3,200-4,500
→
Australia Caregiver After-Tax Monthly Salary
¥38,000
Healthcare Worker Immigration Destination Distribution
III. Cooperation Value: Exclusive Authorization for Win-Win Prospects
(I) For Prometric: Strategic Foothold in Market Segmentation
Reduce Operating Costs
- Leverage our existing venues, faculty, and channel resources
- No need to build teams and test centers from scratch
- Quickly achieve scaled expansion in the Chinese market
- Increase ROI by 40%
Deep Brand Penetration
- Strengthen OET's professional recognition in medical immigration through full-chain services (training + examination + consulting)
- Form industry mindset of "Caregiver Immigration = Take OET"
- Consolidate global leadership in medical English testing
(II) For Us: Building Industry Barriers and Service Ecosystem
Create Monopoly Advantage
- Integrate examination and training resources through exclusive authorization
- Build "OET China's No. 1 Brand"
- Achieve annual revenue exceeding ¥100 million within 3 years
Complete Service Closed Loop
- Link North-Central-South test centers, with eastern coastal areas as core, covering nationwide
- Provide integrated services: "Skills Training - OET Examination - Immigration Consulting - Overseas Pickup"
- Enhance customer lifetime value
Empower Industry Upgrade
- Improve professional capabilities and language levels of China's caregiver groups through standardized training and examination services
- Promote industry standardization development
- Achieve unity of social value and commercial value
IV. Implementation Plan: Rapid Landing and Scale Expansion
Phase I (1-3 Months)
Building the Foundation. We partnered with local governments and leveraged the Northern Exam Center's expertise to establish high-standard training and certification centers
Phase II (4-12 Months)
Talent Cultivation and Output Establish tripartite collaborative framework leverage the distinct strengths and channels of the central government(National Working Commission on Aging) , local governments, (Industrial Platforms) and the Northern International Test Centre itself to systematically cultivate and deploy talent
Long-term Phase
A "Hub-and-Spoke" Talent Exchange Platform: Engaging top talent locally and globally.
V. Conclusion
Northern International Test Center will leverage its domestic and international resource advantages to work with Prometric in creating a global model of industry-academia-research cooperation, achieving win-win development.