GLOBAL TALENT MOBILITY

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A Short presentation on how global trends will change recruiting in the next 10 years.

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  • Here are the elements we will move through today…
  • Some observations…what was the first thing to be cut in the Global Financial Crisis we just experienced??? Hiring, Training, Development, Internships, etc…a disconnect.
  • Most organizations aspire to be global or require global growth to maintain the satisfaction of shareholders.NET OUT OF LEADERS AND ORGANISATIONS: There is a recognition of the importance of TALENTThere is an ever expanding geographic reach for Big CompaniesPolicies and Practices may not be in alignment with future needs.
  • Recruiters are the market makers and managers of social capital. A good recruiter has client relationships that provide “open requisitions” when the hiring manager defines it. Great recruiters can make an opening where there was none based on a knowledge of client “pain”, a relationship with management, or the ability to break through barriers and get the impossible done.
  • GLOBAL TALENT MOBILITY

    1. 1. Dave Nerz, PresidentNPA, The Worldwide Recruiting Networkwww.NPAworldwide.comSponsored by Main Sequence Technology, Vendor of
    2. 2. Elements: Leaders and Organisations Demographics and Workers Trends and Practices Implications for Recruiting Your Questions Sponsored by Main Sequence Technology, Vendor of
    3. 3. 97% of CEOs see Talent as theMost Critical Factorfor business growth Sponsored by Main Sequence Technology, Vendor of
    4. 4. 100% of HR Managers and Recruiters agree!* Sponsored by Main Sequence Technology, Vendor of
    5. 5. *NOT A PROVEN FACT, But a strong possibility …do you notice a disconnect somewhere in the process? Sponsored by Main Sequence Technology, Vendor of
    6. 6. “…for organisations to be successful in the coming decade, a radical rethink of policy and processes may be required.”From:PricewaterhouseCoopers pwc.com/managingpeople2020 Sponsored by Main Sequence Technology, Vendor of
    7. 7.  Companies have Global Structures Global Brand = Global Company ▪ Accenture has 2000 back office workers in the Philippines ▪ GE has 29,000 R&D and IT support workers in India ▪ Intel has 5000 in chip design in India This list could be virtually endless. Sponsored by Main Sequence Technology, Vendor of
    8. 8. Global Brand…Global CompanyUK Global Brands: Vodafone, Barclays, Burberry, BBC, BritishAirways, Jaguar, Rolls Royce Group…. Sponsored by Main Sequence Technology, Vendor of
    9. 9. Major Demographic Shifts are Underway: Emerging market growth is outpacing developed economies Of the 30 most populated cities in the world in 1950, only 19 remain, and 11 new cities have emerged. Cities are the “Core of Job Creating Energy” - Jim Clifton, Chairman of Gallup Sponsored by Main Sequence Technology, Vendor of
    10. 10. Projected Largest Cities by 2025:1. Tokyo2. Mumbai3. Delhi4. Dhaka - Bangladesh5. Sao Paulo6. Mexico City7. New York8. Kolkata - India9. Shanghai10. Karachi - Pakistan Sponsored by Main Sequence Technology, Vendor of
    11. 11. Major Demographic Shifts are Underway: Degreed professionals and experienced managers will be retiring in record numbers in the next 10 to 15 years. There are not enough degreed graduates to replace the talent leaving. Shortages of Critical Skills…Engineering, Scientists, Chemists, IT, Health This is particularly true in much of Western Europe and in North America. Talent will need to be resourced from outside of Europe and N. America. Sponsored by Main Sequence Technology, Vendor of
    12. 12. Employees are changing their expectations: Employees desire more flexibility of work hours and locations Employees have become more comfortable with contingent work and a “freelancer’s” work arrangement…while many don’t prefer it, they have become accustomed to it. Cultural fit within is key to employee tenure and success. Employees will change jobs every 3 to 5 years. Sponsored by Main Sequence Technology, Vendor of
    13. 13.  Mobility and Openness Abound Outsourcing is Mainstream Product and Project Lifecycles are Shorter Employment is NOT a Lifetime Decision Sponsored by Main Sequence Technology, Vendor of
    14. 14.  Mobility and Openness  Rapid and Open Communication ▪ Skype ▪ Twitter ▪ Facebook ▪ SMS ▪ IM  Cheap and convenient travel  Immigration Regulations Align with Business Needs  Contingent and Temporary Assignments  Fewer Closed Societies Sponsored by Main Sequence Technology, Vendor of
    15. 15.  Outsourcing is Mainstream  Major Global Employers  Large Numbers  Core and Non-core Processes  Countries and Companies have organized themselves to service the needs of those outsourcing. Sponsored by Main Sequence Technology, Vendor of
    16. 16.  Product and Project Lifecycles are Shorter and Employment is NOT a Lifetime Decision  Employers need experienced teams to ramp up quickly and then move on.  Talent is not about the life of the employee, but rather the life of the project/product.  Employers want speed and effectiveness from teams focused on defined timeline projects.  Contract workers, Contingent worker, freelancers, outsourced project teams and consultants preferable to a hire and release method of staffing. Sponsored by Main Sequence Technology, Vendor of
    17. 17.  Talent shortages will be severe in the years ahead particularly in technology, healthcare, accounting/finance, engineering and science. Work can be done anywhere, anytime, in many ways. Global connections will be required. Sophisticated, virtual, and global candidate sourcing will be expected. Sponsored by Main Sequence Technology, Vendor of
    18. 18. Recruiters will increasingly be THE gateway to Global Talent Sponsored by Main Sequence Technology, Vendor of
    19. 19.  Local/Regional/National Recruiters needed:  Physical space and presence  Face-to-face meetings with client and candidates  Locally sourced talent as “desired and best” As a result, clients had:  Access to limited local talent pool  The same talent moved/reshuffled Recruiters operated by:  Running print ads/web ads  Posting on Job Boards  Searching their private databases Sponsored by Main Sequence Technology, Vendor of
    20. 20. bal Requirements Recruiters will need:  Comprehensive online impact  A virtual workforce using remote connection tools  Worldwide talent pool for many jobs As a result, clients will get:  A broad array of talent options  Talent at a wide range of skills / skill levels / geography Recruiters must plan for:  Social networks that really connect talent  Virtual relationships  Operating a business in global markets  Cross- cultural understanding of norms/customs/assessment Sponsored by Main Sequence Technology, Vendor of
    21. 21.  Recruiters are Market Makers of Social Capital  Social capital deals with relationships and mutual expectations  Social capital can be as important as financial and human capital Recruiters are Ethnographers  Recruiters discover and analyze cultures  Recruiters learn about history, language, ritual, symbols, and tacit meanings Recruiters are Elite Salespeople  Switching jobs is among the highest-stakes of all sales situations  Recruiters are experts at managing both the factual and emotional levels of decision making  Recruiting looks easy, but mastery takes time and is difficult to replicate Sponsored by Main Sequence Technology, Vendor of
    22. 22. What will happen? Ways to leverage or profit?  ________________  ________________  ________________  ________________  ________________  ________________  ________________  ________________  ________________  ________________  ________________  ________________  ________________  ________________ Sponsored by Main Sequence Technology, Vendor ofNPA, The Worldwide RecruitingNetwork www.npaworldwide.com

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