GLOBAL TALENT MOBILITY
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GLOBAL TALENT MOBILITY

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

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 GLOBAL TALENT MOBILITY Presentation Transcript

  • Dave Nerz, PresidentNPA, The Worldwide Recruiting Networkwww.NPAworldwide.comSponsored by Main Sequence Technology, Vendor of
  • Elements: Leaders and Organisations Demographics and Workers Trends and Practices Implications for Recruiting Your Questions Sponsored by Main Sequence Technology, Vendor of
  • 97% of CEOs see Talent as theMost Critical Factorfor business growth Sponsored by Main Sequence Technology, Vendor of View slide
  • 100% of HR Managers and Recruiters agree!* Sponsored by Main Sequence Technology, Vendor of View slide
  • *NOT A PROVEN FACT, But a strong possibility …do you notice a disconnect somewhere in the process? Sponsored by Main Sequence Technology, Vendor of
  • “…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
  •  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
  • Global Brand…Global CompanyUK Global Brands: Vodafone, Barclays, Burberry, BBC, BritishAirways, Jaguar, Rolls Royce Group…. Sponsored by Main Sequence Technology, Vendor of
  • 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
  • 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
  • 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
  • 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
  •  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
  •  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
  •  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
  •  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
  •  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
  • Recruiters will increasingly be THE gateway to Global Talent Sponsored by Main Sequence Technology, Vendor of
  •  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
  • 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
  •  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
  • What will happen? Ways to leverage or profit?  ________________  ________________  ________________  ________________  ________________  ________________  ________________  ________________  ________________  ________________  ________________  ________________  ________________  ________________ Sponsored by Main Sequence Technology, Vendor ofNPA, The Worldwide RecruitingNetwork www.npaworldwide.com