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Sourcing, Skill Matching, and Other Startups Launch … From India

by Nov 25, 2014, 6:37 am ET

IndiaI’m a long time reader of ERE.net and the startup posts, and know Indian companies sometimes win ERE Recruiting Excellence Awards or are featured, but there’s a lot of startup action going unnoticed. India’s recruiting technology startups are fueled particularly by the growth in tech hiring which has been taking place owing to the large number of overall startups which are coming up and growing in the country.

Some of the interesting companies that I see: keep reading…

Recruiter Demand in the World’s Largest English-speaking Countries

by Nov 5, 2014, 5:58 am ET

Recruiters are in demand throughout the world. Among the largest English-speaking countries, India currently has the greatest need for recruiting professionals, with about 26,430 job listings posted online. (Although India’s primary language is Hindi, English is the other official language of its Central Union Government.)

The U.S. ranks second in recruiter demand among these countries, with 7,270 job ads for recruiters. However, when it comes to the percentage of total jobs that are for recruiters, Canada has the highest market share of recruiting jobs. About 1.3 percent of Canada’s jobs advertise for recruiters. India is close behind with 1.2 percent percent of its online job openings seeking recruiters.

Market Share of Recruiting Job Ads vs. All Ads in the Largest English-speaking Countriesmarket share of recruiting job ads

Source: WANTED Analytics

In terms of HR job listings that advertised for recruiters, the dynamic shifts. keep reading…

Is It Easier to Recruit Recruiters in the U.S. or Canada?

by Sep 19, 2014, 12:14 am ET

Quebec CityAre you looking for a new job, or filling recruiter positions? Being on either end of the spectrum, it may be useful to know what the labor markets are like in North America. We used WANTED Analytics hiring demand and talent supply data to analyze and compare hiring trends for recruiters in the U.S. and Canada. keep reading…

The Death of the Job; The Rise of British Entrepreneurialism

by Sep 19, 2014, 12:01 am ET

Screen Shot 2014-09-10 at 6.27.53 AMA strange thing started happening in the UK throughout 2011 and 2012. While the economy continued to flatline and people all over the nation struggled through the hangover of the recession, we were told time and again by government spokespeople that the job market was exploding. Unfortunately for the 2.6 million unemployed people looking for jobs at this time, this surge in the job market was being driven mostly by self-employment and people starting up micro-businesses. In fact, since 2010, more than 40 percent of newly created jobs are held by the self-employed, and a whopping 16 percent of the total workforce, around 5 million people, fall into this category.

This is not only the highest ever level of self-employment in the UK, but it also makes us the self-employed capital of Western Europe.

However, is this entrepreneurial boom solely the byproduct of the recession and a broken economy, or does it tell of a deeper shift in the UK’s attitudes towards work? Furthermore, what effects will this trend have on the UK’s economy and society in the future?

What Really Caused the Rise of Entrepreneurialism in the UK? keep reading…

Top Tips for Recruiting Candidates for Jobs in the Middle East

by Aug 27, 2014, 12:01 am ET

While it may seem like a bit of a challenging proposition, recruiting candidates to work abroad simply requires a bit more calculation and tactical thought. The central issue with any career move abroad is the cultural and linguistic differences, and if your aim is to recruit Westerners to work in the Middle East, this is obviously going to be quite a large obstacle.

Fortunately, the exceptional quality of life in the Middle East provides a handy incentive, helping to offset the negative impact that an alien culture and language may have on a prospective recruit. Thanks to the ever-present worldwide need for oil exports, countries such as the United Arab Emirates and Saudi Arabia have a particularly high standard of living, allowing employees in those nations to enjoy a standard of living far beyond what they could expect at home.

While a convincing argument, the above is only an effective technique if there are interested candidates around to be convinced in the first place. Fortunately, in such a well-connected world there are many ways to engage with interested candidates, allowing you to best extol the benefits of your particular vacancy.

Meet Potential Applicants Face to Face keep reading…

‘Social’ is the Media of Choice for Enhancing Employer Brands

by Jun 2, 2014, 2:28 pm ET

Screen Shot 2014-06-02 at 11.23.16 AMMore than career website development, and more than any other activity like developing brand strategies, it is social media that companies are turning to for enhanching their employer brands.

That’s one of the findings of a new 18-country study of employer brands around the world. Other findings: keep reading…

How to Recruit Talent in Europe

by Apr 18, 2014, 5:05 am ET
core job boards

Local champions of Engineer job boards in Europe. Source: Intelligence Group

While Europe still has the rather arrogant attitude thinking the “global workforce” prefers working in Europe, the rest of the world has taken a more realistic point of view. Has Europe become the new hunting ground for talent?

China, Singapore, and Australia already discovered their way to European talent. Recently countries like Brazil, Vietnam, the United Arab Emirates, and Malaysia also source the most talented Europeans. Due to the euro crisis and high unemployment rates, many — often young and highly educated talent, and among them scientists — leave Europe in search for better career perspectives.

Europe is Losing Talent to the Rest of the World keep reading…

The Current State of Mobile Recruitment in the Netherlands

by Apr 11, 2014, 12:38 am ET
Screen Shot 2013-12-18 at 10.07.26 AMIn the last quarter of 2013, Intelligence Group studied the situation of mobile recruitment in the Netherlands.” The results of this study are published in the whitepaper embedded below, ”What is the current state of mobile recruitment?” The study has two viewpoints: the perspective of the job seeker and the perspective of the employer.

A New Recruitment Moment Is on the Rise keep reading…

When We Connect the ‘Global Integration’ Dots, Recruiters Risk Being Defined Here by Their Practices There

by Jan 8, 2014, 12:44 am ET

Screen Shot 2014-01-07 at 2.42.37 PMThe hiring process has no minimum acceptable (or unacceptable) standard of practice. Anything goes and many recruiters prefer it that way. Perhaps intuitively we know that people who think of themselves as recruiters (or enjoy being seen as successful recruiters by others), are highly individualistic and, if occasionally a line is crossed, it’s easy enough to distance the professionals on the right side from those who fall outside that broad norm.

That “norm” however is typically a U.S.-centric perspective at a time when we are moving increasingly toward a global community. Internationally, the practice of recruiting isn’t nearly as individualistic and its many forms are often deeply embedded in the culture of the country.

It is here, at the edge, that some forms of recruiting include practices so egregious (when considering the desperation of those seeking work) — practices we could never imagine being associated with what we love doing. keep reading…

A Ranking of the World’s Human Capital

by Oct 1, 2013, 4:48 pm ET

Screen Shot 2013-10-01 at 1.45.10 PMThose readers tired of hearing about the U.S. government shutdown can peruse this 500+ page PDF. It’s a new ranking of countries around the world, in a “human capital index” order.

The list comes courtesy of Mercer and the World Economic Forum, based in Switzerland — a country ranked No. 1. The U.S. is 16th.

The criteria includes such things as businesses’ ability to attract and retain talent; the physical and mental well being of the population; education levels; the legal system; and the ease of doing business.

The document first ranks countries, and then profiles each nation one by one.

keep reading…

Sea Turtle Recruiting: How to Bring Talent Back Home

by Aug 7, 2013, 6:45 am ET

STEM

Sea Turtles — expats who want to return one day to their home country — are a very interesting talent acquisition source abroad. Often this source is overlooked and underestimated when recruiting internationally. Intelligence Group wrote a whitepaper on this subject: why are Expats a relevant talent acquisition source? How can you recruit their unique knowledge and know-how back home?

Sea Turtles as a Solution for Talent Shortages keep reading…

How to Recruit and Hire International Interns

by Jul 4, 2013, 6:22 am ET

suny global engagementWhen it comes to recruiting and hiring interns, the best candidates aren’t always located within a 25-mile radius — or even the United States. Sometimes the candidates with the most experience and fit for your company culture are located across the globe.

In a recent InternMatch survey, 56 percent of companies reported they don’t hire international interns. The initial challenge of expanding their intern recruiting and hiring to other countries may be what’s turning them away. But with only 10 percent of companies sharing that they feel their internship programs are highly diverse, taking on international interns could be hugely beneficial for increasing diversity and global perspective for your company.

Consider adding international interns to your internship program roster. It’s worth the work. Here are a few of the benefits and challenges of hiring international interns: keep reading…

Asian Business Schools Looking for Students … in Los Angeles

by Jun 5, 2013, 3:26 pm ET

asian schoolsSeveral top Asian business schools are putting on an event the Sunday after next, telling future students about careers in Asia. This would not be noteworthy, but for the location of the workshop: Los Angeles.

Yes, the June 16 event at the Athletic Club downtown will touch on career opportunities for Americans in Asia; how hot the economies are in Asian countries; and networking/relationship-building in Asia.

Putting on the event: the China Europe International Business School in Shanghai; Hong Kong University of Science and Technology; Indian School of Business; and the Nanyang Business School in Singapore.

They’re also recruiting students in Vancouver to come to Asia.

Big Tech, Social Media Companies Say Ireland’s Where the Jobs Are

by Apr 23, 2013, 3:11 pm ET

Make IT in IrelandIT and other employees not interested in Nashville, Austin, Detroit, or even Yukon might want to take a look at Ireland.

Certainly, Facebook, Google, Microsoft, and Twitter would like them to. Those firms are all involved in a push to get people from outside Ireland to move to the Emerald Isle as its tech sector grows fast and its pool of skilled employees grows not fast enough. keep reading…

It’s Time for Recruiters to Adapt (Again!)

by Apr 11, 2013, 1:20 am ET

It is not the strongest of the species that survive, nor the most intelligent, but the one most responsive to change” — Charles Darwin

There is a great article by Adrian Kinnersley on Why Recruiters Will Be at the Heart of Our Corporate Future. I agree with some of the points. The rumors of our professional death have been always greatly exaggerated since our early ancestor recruiters found the first stone-age axe makers. Our profession, however, will change due to disruptive trends (Doesn’t it always?). These trends and their impact apply to in-house, outsourced (RPO), and  third-party recruiters alike.

My focus here is on two specific disruptive trends and the strategies to adapt and re-invent if needed. This article is more than about skills development, though some suggestions will help you in your recruitment efforts. As a former AIRS trainer and talent acquisition leader having developed training programs for recruiters, I can say that constant learning is what keeps gives us the edge in changing times (it always will).

Trend #1 — Emerging Technology Will Continue to Disrupt Recruitment keep reading…

The Future of RPO? 3 Predictions for 2013 and Beyond

by Jan 31, 2013, 6:12 am ET

2010_itsp_world_laptops_340_1I don’t have a crystal ball. Nate Silver, who wrote a bestseller and predicted the outcome of presidential election better than any other pollster, said that his goal is to get 80-85% of his predictions right, not 100%. To get the right predictions, he says, test your hypothesis in the real world. I’m aiming for that here.

I’ve tested what we call RPO in a global setting since 2006. I’ve built business cases which supported or negated moving forward with RPOs and I’ve implemented them at some large Fortune 100 firms. In addition, having worked as a talent acquisition leader for an RPO firm responsible for more than 25,000 hires in a year, I’ve seen the internal challenges faced by RPO firms and been able to stay current on challenges for the RPO industry today.

I don’t currently work for the RPO industry so I have no vested interest in sharing my views. I don’t advocate for any specific company. But below I’ll look at some trends in outsourcing and add my predictions. keep reading…

Survey: Not Much Hiring Expected in World’s Biggest Economies This Year

by Jan 16, 2013, 12:10 am ET

Employment change in 2013 by country More than half the employers in three of the four of the world’s biggest developing nation economies say they’ll be adding staff in 2013, a marked contrast to Europe and the U.S. where the majority of firms expect no change.

Hiring will be most aggressive in Brazil, India, and China where more than half the employers — almost three-quarters in Brazil — say they’ll be adding workers this year. Russia, where mining and energy exports are fueling growth, is more conservative in its hiring; just under half of employers expect to hire.

Elsewhere among the world’s 10 largest economies, far fewer employers expect to add workers. According to a CareerBuilder survey, in the U.S., Japan, and four European countries, the largest share of employers either expect to cut staff or make no change during the year. Even in the UK and the U.S., where more than half the employers surveyed report being better off financially than a year ago, not many of them plan to hire. keep reading…

Recruitment 5.0: The Future of Recruiting — the Final Chapter

by Oct 12, 2012, 12:01 am ET

(This article was co-authored with Amy McKee, Sr. Director, Global Talent Acquisition, at Autodesk.)

Mobile …finally! DNA footprints in the cloud; recruiting back to basics: getting to know the candidate; the end of the traditional ATS; emerging markets dominate; augmented reality; disruptive marketing and stunt PR; the end of social media; candidate cloning and the end of recruiters as we know it!

The impact and level of debate created by Recruitment 3.0 & 4.0, certainly took us by surprise. Based on feedback, it is clear that there has been healthy discussion and many companies have re-appraised/reviewed their recruiting strategies.

Recruitment 5.0 is the final paper in the trilogy.

3.0 was all about building.

4.0 all about driving value.

5.0 is all about … Personalization, self-sufficiency, predictability, big data, and back to basics.

The defining features of Recruitment 5.0:

  • Mobile recruiting finally takes off and becomes the dominant channel.
  • Recruiting gets back to basics and focuses on building relationships. Included in this is a focus on personalization/humanization and dominating/driving communications.
  • Footprints in the cloud. Companies obsessively get to know their customers/consumers, and recruiters do the same with their “corporate” talent pools
  • Data DNA: Companies draw data to profile candidates based on online habits and trends.
  • Technological developments bring an end to the traditional ATS.
  • Emerging markets emerge and dominate.
  • Augmented reality and disruptive marketing dominate recruiting marketing.
  • As companies seek to attract the best talent in a candidate short market, they set up their own courses, universities/academies, and “clone” future employees.
  • As talent becomes more scarce, talent becomes more contract by nature and more flexible.
  • It’s the end of recruiters as we know it … the death of the recruiting profession?

Some meaty stuff.

Reviewing these bullet points, some companies are already experimenting and executing on elements, but as time passes, these will become dominant in our thoughts, plans and strategies.

Let’s explore in more detail. keep reading…

A Look at the Global Talent Pool

by Oct 9, 2012, 11:57 pm ET

What does the pool of skilled IT employees look like in Russia? Does the U.S. or Canada or Ireland have more “innovator talent”? Are Mexico and Turkey positioned to have good pools of future leaders — or are China and Canada?

These are the sorts of questions addressed in an interesting new report from SHL, in an analysis of 4 million assessments of employees from 205 countries and territories.

SHL was acquired this year by the Corporate Executive Board. The report is available here, and embedded below. keep reading…

Tired of Bickering Politicians? Deloitte Report Offers Some Centrist Ideas for U.S. Competitiveness

by Sep 10, 2012, 5:50 pm ET

A new report from Deloitte, one that’s hard to characterize as liberal or conservative, offers some ways to address the U.S. unemployment problem and just generally make the U.S. more competitive.

Like other past reports, and pleas from some in the HR field, this one argues that more skilled employees be allowed to immigrate to the U.S.  keep reading…