Receive daily articles & headlines each day in your inbox with your free ERE Daily Subscription.

Not logged in. [log in or register]

global RSS feed Tag: global

Walmart’s Asia Team Goes From Zero to Onboarded In Six Weeks

by Jan 11, 2012, 5:54 am ET

How do you go from zero to six senior-level e-commerce pros in six weeks?

That would be a tall order in Silicon Valley or Research Triangle. How about if you were in Hong Kong, the hiring executive is in San Francisco, the job is in China, and the req asks for Chinese-speaking, retail-savvy, online experienced, e-commerce marketers?

Simon Heaton, Walmart’s managing director in Asia, admits it isn’t easy. It was, he says, “difficult to do and difficult to repeat.” Yet, starting with a “a good clear brief as to what was needed,” Heaton and his team assembled a group of candidates, qualified them, and had everything ready when the decision-maker flew in for the interviews.

At the end of that six weeks, Walmart’s new e-commerce group for China was hired and onboarded. “It requires good alignment,” Heaton modestly explains. keep reading…

Of Course I’m Global — I’ve Been to France

by Dec 13, 2011, 5:17 am ET

I’ve often chatted with talent acquisition professionals about the global aspects of their business — an increasingly important focus. What I hear a lot of is that people have travelled to another country a few times, or have a friend or colleague there, and assume that they’re prepared to successfully recruit from their North American office or integrate into local culture if relocated. While unintentionally, many of us in North America make these assumptions about what recruiting and staffing are like based on our own experience.

Over 20 years I’ve learned that these assumptions in a global context rarely pay off. I often hear people say things like “Singapore is similar to Hong Kong because they are both in Asia”; or “Italy is similar to France because they are close to each other and in Europe.” Well, that is sort of like thinking the United States of America is similar to Mexico because they’re both part of the Americas. I think many of us in North America would shake our heads at this comparison, but it is not uncommon to develop plans based on what we know, and then take a few assumptions about the target location expecting to excel. Wrong! What works in our own space doesn’t necessarily translate when you cross a border, ocean, or even a region. At times, it can feel like you’ve brought your baseball bat to a cricket game — yes, the function seems the same, but without understanding the game, the home run is much more difficult to achieve.

This is why I’ve called on two of my esteemed peers, Danielle Monaghan and Roel Lambrichts, to join me at the upcoming ERE Expo Spring 2012 in San Diego for an open dialogue about creating and sustaining talent acquisition success on a global scale. Essentially, we’re inviting everyone to have coffee with us and join the discussion. I chose this type of session and dynamic presenter group because of the diverse backgrounds and global companies that have benefited from our expertise. Danielle is the HR director North Asia – Greater China, Japan, & Korea at Cisco Systems, based out of Beijing. Roel is the head of talent acquisition Europe for Coca-Cola Enterprises based out of Brussels.

You may have experienced the kinds of things we’re talking about here. If not, it’s likely you will in the future as companies continue to globalize. While “global recruiting” is a currently a buzzword in our profession, there is more to it than making some overseas calls and sifting through resumes. I know I made a lot of assumptions when I first started to recruit outside my own home region (more than 20 years ago); we all do.

I’ll never forget the “aha” moment when I realized the one-size-fits-all-model was not going to work. keep reading…

10 Predictions for 2012: The Top Trends in Talent Management and Recruiting

by Dec 5, 2011, 5:03 am ET

It’s always better to be prepared than surprised.

By definition, being strategic requires that you look forward — identifying trends, opportunities, and threats. With the December lull looming, now is a great time to plan for the future. I’ve listed the “top 10 talent management trends” I foresee that require your attention. keep reading…

Global Talent Barometer Launches

by Nov 24, 2011, 5:18 am ET

How willing might a South African be to get a new job? What might entice an Australian employee to relocate for a job? A website called the “Global Talent Barometer” launching today gives you a glimpse into what motivates workers in different countries and what’ll drive them to move from one country to the next. Essentially, it’s just a set of pages showing the results of a survey — but a slick set.

The site is being unveiled by a job-board group called The Network, along with a Dutch labor-market research agency called the Intelligence Group. It’s first available to Network customers and its partners such as Beyond.com, with access possibly opening up in 2012.

For an example of what’s up on the site, let’s take India. If you click on India, you can find out, among other things: keep reading…

Indian Economy Still Hiring, But Cooling

by Oct 26, 2011, 5:10 am ET

Healthcare is expected to create 248,500 jobs this year, leading all other sectors including tech. But even as go-go as healthcare is, the pace of job creation there has subsided some.

Nothing surprising there, except that this is India we’re talking about, and not the U.S.

Ma Foi Randstad, the international HR service provider, says India’s torrid jobs growth is slowing up, though the numbers are still at a pace much of the world would envy. According to a Randstad survey of 13 industry sectors, 3rd quarter employment in those sectors was projected to grow by 353,900 workers. But a survey at the end of the quarter estimated the actual hires at 331,200, leading the company to headline its economic summary ”Indian Economy: sluggish but not panicky.keep reading…

Business Embracing Social Media, But Not Always What Employees Say

by Jul 19, 2011, 5:10 am ET

If you recruit in Italy, don’t check the social networks when you background a candidate. In Spain, you can monitor the time your workers spend on social networks, if you warn them in advance you’re going to. But without their permission you can’t monitor the content.

And do you have a company policy regarding social networking? Only 55 percent of the companies do, according to a survey by the International Labor & Employment Group at Proskauer Rose.

The high-powered law firm conducted what it describes as an “informal survey on emerging trends and practices on the use of social media in the workplace,” finding that 76 percent of the 120 responding companies use social media for business purposes.

The results of the 10-question survey are supplemented by brief summaries of rules and regulations around the world, which, as in the U.S., can be fairly loose, or, as in Italy, so restrictive that employers can’t even monitor what their workers are doing on company time using company equipment. (Employers there can, however, prohibit the use of social networking sites during work hours.)

Rather than rely on existing company policies, Proskauer Rose says, “businesses need to have distinct and specific social media policies and practices in order to harness the benefits and minimize the risks these new media present.”

It’s telling that although 55 percent found value in the business use of social media during work hours, but not in its personal use, a significant 31 percent found an advantage in allowing both business and personal use.

The survey also found 31 percent of the companies took disciplinary action against an employee in connection with their use of social networks, while 43 percent have faced an issue with misuse of social networks.

Proskauer suggests companies consider three factors whether they use social networks for recruitment and selection or in disciplinary action: keep reading…

Employer Branding Without Borders – A Pathway to Corporate Success

by Jul 5, 2011, 5:23 am ET
The extended version of this article will be published in the Journal of Corporate Recruiting Leadership.

Culture is more often a source of conflict than of synergy. Cultural differences are a nuisance at best and often a disaster. –Professor Geert Hofstede, Dutch social psychologist

One of the greatest challenges facing global companies right now is their ability to exploit synergies and efficiencies in their global talent acquisition and retention programs. When considered with the fact we are about to enter an era of unparalleled talent scarcity around the world, the role of the global employer brand manager is set to become one of the most critical roles inside global companies.

Global talent acquisition has become increasingly complex. The need for systems integration, understanding of culture diversity, social and technological changes, jobless, uneven economic recoveries in many countries, the threat of declining fertility rates, inequality in global education standards, and the impact of aging populations in many developed economies has created multiple challenges for global companies which show no signs of easing soon!

Leaders I speak with around the world are saying they are running hard to stand still and where previously they could take 1-2 years to research, develop, and implement talent acquisition and retention strategies, the competitiveness for talent is demanding leaders react quicker and more decisively to stay ahead of the competition.

Even top employer-branding companies like Google, Adidas, and Deloitte are constantly seeking innovative ways to source, develop, and retain talent. If that’s what is happening with the market leaders, consider the millions of other companies around the world who have similar challenges. At a global level the problem is magnified to unthinkable proportions and the solutions are going to need a mix of short- and long-term initiatives including collaboration between companies, industries, universities, and governments. There is no benefit to global corporations if leadership talent is in high supply in Scandinavia when manufacturing operations are in India and there is a dearth of leaders with the right skills.

The Reality of Globalization and its Impact on Employer Branding

The social and culture integration brought about through globalization can foster broader understanding and co-operation between employees around the world, and potentially economies of scale in the allocation of human resources, but is it really that simple? keep reading…

Global Recruiting Trends

by Apr 13, 2011, 4:09 pm ET

This week, Raghav Singh covered global trends in recruiting and how they’re affecting the way we hire. Learn how to overcome cultural barriers and hire the best talent worldwide.

For more podcasts, webinars, and articles on recruiting be sure to check out ERE.net!

[podcast format="video"]http://www.ere.net/wp-content/uploads/2011/04/global_recruiting.mp4[/podcast]

Closing the Offer With Autonomy, Mastery, and Purpose

by Nov 29, 2010, 4:14 pm ET

The pay’s about the same; the benefits are every bit as good; the job is equally challenging; and, the training and career ladders are equivalent.

So how do you attract the top talent when you don’t have quite the same brand awareness as your closest competitors?

“Flexibility is the number one carrot,” says Paul Peterson, national talent resource manager for the Canadian branch of international accounting firm Grant Thornton.

Grant Thornton is a top 10 accounting firm. In size, it ranks fifth or sixth, depending on who’s counting. Either way, it’s a firm with significant resources, career mobility, a global reach, and, as Peterson observes, a brand not as well known in North America as the Big Four (DeloitteTouche Tohmatsu, PricewaterhouseCoopers, Ernst & Young, and KPMG.) With salaries and benefits comparable among the firms, his recruiters have to be more innovative in selling Grant Thornton to top candidates.

So what do they do? keep reading…

What’s Important to Employees — Around the World

by Oct 27, 2010, 5:03 pm ET

Don’t expect your American recruiting methods like email blasts to work smoothly in other countries.

That’s the message from two experienced global recruiters today at the ERE Expo in Florida: Raghav Singh, a familiar ERE author who has helped staff organizations in Switzerland, Japan, China, India, and elsewhere, and Kim Rutledge, a Dell recruiting leader turned consultant who has managed Latin American recruiting.

Singh notes the following from a recent Towers-Watson Survey:

  • In the U.S. and the UK, a competitive salary is the most sought-after quality in a job.
  • Germans list “challenging work” as most important to them in a job.
  • Career advancement is the top goal of job-seekers in Brazil, India, and China.
  • A convenient work location is a big lure in Germany and the UK; less so in the U.S. and UK.

keep reading…

New Reports Offer View of Coming Global Workforce Challenges

by Oct 18, 2010, 2:22 pm ET

Three years from now can seem like geologic time for so many global companies still picking their way through today’s economic morass. Yet HR leaders of global companies are already beginning to look ahead for when their company begins to grow again.

IBM issued its biennial Chief Human Resource Officer Study last week. Its 70 pages detail the workforce challenges these leaders see ahead.

In the introduction, IBM’s senior VP for HR, J. Randall MacDonald, says, “HR leaders expect their businesses to remain focused on two equally important goals during the next three years — the need to drive growth yet, at the same time, maintain operational efficiency.”

The study is part survey, and part focus group. IBM’s researchers surveyed 707 HR leaders of companies of all sizes around the world; 600 of them were interviewed face-to-face.

Their immediate focus, as you might expect, is on present conditions. Wresting the maximum efficiency out of the operation is the overriding business challenge for 64 percent of the global HR leaders. But looking ahead three years, they expect — in almost equal measure — that their companies’ top issues will be the introduction of new products and services, expansion, and improving efficiency. keep reading…

Global Recruiting in 2010: Trends and Best Practices

by Aug 26, 2010, 6:41 pm ET

Kevin Wheeler joined us this week to discuss the global trends that have been reshaping the recruiting industry. In this webinar we covered how to effectively recruit across a variety of cultural barriers as well as how new technology and social media is affecting the global marketplace.

For more podcasts, webinars, and articles on recruiting be sure to check out ERE.net!

[podcast format="video"]http://www.ere.net/wp-content/uploads/2010/08/global_recruiting_2010.mov[/podcast]

The Hard Facts in International Recruiting

by Aug 16, 2010, 1:51 pm ET

My younger brother Barak got married August 12, 2010. When we were growing up, the thing I knew for sure was that I hated him. It was the “hard fact.” There was no way around it. I hated him. Every time he said something I wanted to kill him (and obviously the other way around is true), and this picture is one of the few that I found when we were smiling and hugging. Later I seem to have managed to always have someone stand between us (quite like I see with my own kids these days).

But that’s brothers/sisters for you.

Today he’s my best friend; we consult with each other on every new direction or thought, from big to small. We support each other on a daily basis.

I thought of him this morning, about our relationship, and the fact that in the distant past I was so confident that I’ll never want to help him, thinking that I hated him — for me was at the time, a “hard fact.” Something no one could argue with.

This morning, thinking of him and how things have changed during the past approximately 20 years, connected me to my conversations with many recruiters in Israel about their relationship with their corporate partners — usually from the U.S.

“They Would Never Agree to this”

I’ve been training thousands of HR recruiters and managers during the past four years regarding online recruiting. When I ask local recruiters about their progress in implementing social media tools and online recruiting in their company, I usually hear the same sentence: “We’re in a unique position, representing a U.S. corporation in Israel, and they would never agree to that…”

“They” is the U.S. based corporation. ”That” is usually one of a few things that “they” usually don’t agree to: keep reading…

China Lacks a Transition Generation

by Jun 30, 2010, 10:36 am ET

Total reliance on anything is generally to be avoided, but relying on something that shows signs of vanishing comes either from a misunderstanding of the present, or an ignorance of possible future scenarios.

Long-term reliance has a slow, grinding positive feedback loop that in time can become a dependency, and actually preclude the vision necessary to see other alternatives.

We know that the momentum of high-speed travel makes it hard to change direction, or even to see clearly where you are going. In the same fashion China’s high-growth economic trajectory, and low-cost labor model, may fit the bill for a blind-spot when it comes to the future. This is not the least of China’s many Black Swans, but it is a big game-changer.

The source of the reliance is the well over 100 million people who make up China’s production line workforce. Clearly, it is impossible for anyone to summarize the lives of these hard-working people, but the commonalities are there, and could be worth exploring. keep reading…

Tips on Leading Recruiting in Europe

by May 7, 2010, 11:19 am ET

Successful recruiting and talent acquisition in Europe has never been more vital to a global company. I’ve got a big article on the topic coming up in the Journal of Corporate Recruiting Leadership. For now, let’s just talk about tips, tools, and techniques that will enable talent acquisition leaders to manage recruiting across Europe most effectively. keep reading…

India Surpasses the U.S. in Global Recruiting Leadership

by Feb 8, 2010, 5:45 am ET

ereawards-toplogo-2010by Dr. John Sullivan and Master Burnett

Becoming a leading-edge recruiter is an admirable goal few corporate recruiters strive to achieve. Not only must a leading-edge recruiter routinely demonstrate a marked increase in positive business impact over other recruiters, but they must consistently monitor trends, devise new approaches, benchmark against emerging practices, and constantly fight with colleagues often resistant to trying something new.

Historically, staying on top of trends and new approaches was relatively easy, as there were only a few companies isolated in a few narrow geographies that one needed to watch. The War for Talent in 1997 certainly drew a lot of attention to the practices of technology firms in “silicon hubs” like California’s Silicon Valley (home to Google, Cisco, Intuit, Facebook, Twitter, and HP) or Seattle, Washington’s, Silicon Forest (home to Microsoft and Amazon), but up until a few years ago there was no formal process to identify where leading-edge practices were emerging and who was developing them.

ERE Media’s Recruiting Excellence Awards and articles by global strategy advisors like Kevin Wheeler and ourselves, who have advised and studied the practices of companies in more than 40 nations, are helping leading-edge recruiters focus their attention where evolution is occurring.

The Hotbeds of Evolution and Innovation are Shifting

No one can argue that rapid growth of the technology sector in 1997 left many technology companies desperate for talent, and that desperation drove many charged with recruiting for such organizations to both collaborate and innovate new practices to help close gaps in supply and demand. While not cheap, importing labor and shifting work to geographies where the supply of labor exceeded the demand has been the dominant approach. keep reading…

Surveys Show Workers Are Ready To Make Changes

by Sep 29, 2009, 5:36 pm ET

A raft of recent surveys shows that the recession is having a profound impact on workers and employment trends worldwide. Even though they measure different things — global hiring, immigration repatriation, and career trends — there’s a theme here, which is that the economy is global and when it recovers, things will not go back to the way they were.

There’s the report from Monster this week that says vast numbers of workers are ready to switGlobal Snapshotch careers for a new job. Another survey, this one from SearchPath International and Antal International, give us a global view of hiring — and firing — trends.

The Global Snapshot offers clues to where the hottest markets in the world are for managers and professionals. (Hint: Think Russia, China, India, Egypt, and Eastern Europe.)

That report dovetails with last week’s USA Today report about an emerging brain drain of managers and professionals from the U.S. to China and India. keep reading…

Do International Privacy Rules Apply to You? Read This Before You Say No

by Sep 16, 2009, 12:35 pm ET

crl_mastheadYou head HR for a regional hospital that has a 21st century career site and a vigorous branding and outreach program. Your jobs are posted to one of the major job boards, to niche and diversity sites, and to the free distribution services.

You follow all the rules, keep great records, and even passed an informal EEOC inquiry a couple years ago.

But lurking in your ATS is proof you’re breaking the laws of Germany, or maybe France, or possibly Canada. Maybe all of them. You never wanted those resumes (CVs, if you prefer), wouldn’t sponsor the candidates, and had no interest in hiring anyone from outside the region, let alone the United States. But now that you have applicants from countries with tough privacy laws, you are bound to follow them. keep reading…

E-Verify and Other Recruiting Tidbits

by Aug 21, 2009, 5:21 am ET

In no particular order, here are some bits and bytes of recruiting news that made it to our inbox this week.

First, the headlines:

  • A publicist for business law firm Proskauer Rose LLP reminds us that Sept. 8th is the deadline for federal contractors to sign up and use E-Verify, if they want to continue being federal contractors;
  • CareerBuilder lit a match to BrightFuse, the business community site it launched 18 months ago, issuing a press release officially announcing it. At the same time, CareerBuilder released a survey saying 45 percent of employers have used social networking sites to research job candidates.
  • Australia’s leading high-salary job board — www.sixfigures.com.au — introduces a new look and expanded career content today for its dues paying, high earning members. It’s also putting more news and content on the outside of the login wall. keep reading…

Simply Hired Gets Dollars and Global Partners From IDG

by Aug 11, 2009, 5:14 pm ET

If there was any doubt, the announcement today by Simply Hired that it has attracted an additional $4.6 million in venture capital during one of the leanest economies in decades is testament to the potency of the job search engines. keep reading…