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Antal International Passport - Regular views on selected sectors and regions
 

Antal International Passport - Regular views on selected sectors and regions

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The Antal Passport provides a regular round up of key factors affecting a range of industry sectors and regions around the world

The Antal Passport provides a regular round up of key factors affecting a range of industry sectors and regions around the world

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    Antal International Passport - Regular views on selected sectors and regions Antal International Passport - Regular views on selected sectors and regions Document Transcript

    • www.antal.com www.passport.antal.com Welcome... Welcome to this edition of the Antal Passport which we hope you find both interesting and informative. The progress of women in senior positions in companies is a topic that is attracting increasing political attention in the UK and Europe with calls for the EU to set statutory quotas. It is widely acknowledged that greater diversity improves the decision making environment and dynamics and businesses can only secure the best individuals if they look at the widest pool of talent, something we advocate strongly. Meanwhile the Renewable and Green Energy sector finds itself with a diminishing pool of talent. With less investment and a talent power play we explore what is in store for the sector. Evidence shows two opposite ends of retail are doing well starting with the discount store players across Europe seeing good growth, which is to be expected, what isn’t is the high end luxury brands doing well at the same time, albeit benefitting from customers in new distant markets. BYOD and the increasingly digital marketplace – two trends that are defining not just the workplace itself but also how companies attract talent and stand out from their peers – do you know enough to be outstanding in a digital world? We also highlight some of the results from our latest Antal Global Snapshot Hiring Survey and focus on hiring trends a few key markets in Latin America, Germany and India. Be sure to register at Passport.Antal.com or email passport@antal.com to get on the mailing list for our next edition. Graeme Read, Group Managing Director Table of Contents AGS highlights................................................................ 2 Country focus………………............................................. 3 Are you mobile enough in the digital world……….......... 5 Demands for luxury goods continues to grow at home and away!................................................. 6 Renewables - Between a rock and a hard place............. 7 Women in business………………………….........…..…... Digital advice: Raising employer branding….................... 10
    • 2www.antal.com www.passport.antal.com AGS highlights Who is hiring? Who is firing? Find the answer in the most comprehensive study of hiring activity! The Antal Global Snapshot determines hiring and firing intentions among over 10,000 employers across 47 key countries on five continents. It helps to measure which sectors and disciplines are looking for new talent and which are letting their staff go. The research shows what skill sets are in demand and where the action is. The data is collected by online and telephone surveys conducted by Antal consultants working in key markets across the world. The output from this study will help you to manage your human resources even more effectively by anticipating fluctuations in your region. Find out more on www.snapshot.antal.com or email us on snapshot@antal.com or join our discussion on Twitter: #AGS14 Did you know? More than 46 countries contributed to the latest Antal Global Snapshot Survey. That’s four times more than the first edition. Expecting to hire in the coming quarter
    • www.antal.com www.passport.antal.com 3 The Latin America job market There was a time when the idea of expanding into Latin America was deemed too risky. Today though, an increasing number of companies look to expand their business offering beyond Europe so head to the most attractive growing economies in Latin America, specifically to Brazil, Colombia and Mexico.  Brazil, the world’s 6th largest economy and the leader in Latin America, has a high jobs growth forecast with upcoming infrastructure projects like the FIFA World Cup in 2014 and the Olympics in 2016. There is a huge rise in job creation expected in the construction, engineering, hospitality, tourism and telecommunications sectors.  Colombia’s economy, which is now recognised as the 4th largest in Latin America and 33rd worldwide has seen significant growth in the last decade and is currently experiencing strong development in the fields of Engineering, Oil & Gas and Telecommunications sectors...  Mexico boasts the second largest pharmaceutical market in Latin America, after Brazil, and is one of the 10th largest drug producers in the world representing 23% of the Latin American region. Industry analysts estimate that the Pharmaceutical market in Mexico will reach approximately $22.5 billion by 2020, while the Medical Device market is expected to reach approximately $4.9 billion by 2020. These positive trends are driven by an increasing elderly demographic, government initiatives for the prevention and management of chronic diseases, the North American Free Trade Agreement and an improved and updated regulatory environment. With Opportunity Comes Challenges The number of opportunities in the area is clearly set to grow. However, a number of challenges in attracting and retaining talent exist, exacerbated as more businesses move into the markets in Latin America so increasing demand on talent pools. Antal’s Mexico team has taken on client mandates to track and pipeline the skills needed for future growth as well as increasingly providing ongoing education to local HR professionals on employer branding, managing and retaining top talent. Changes are also being seen in candidates’ behaviour and expectations with top talent becoming increasingly demanding. HR teams are reviewing compensation and rewards packages to keep them at market levels as well as taking measures to up skill the current workforce to meet growing business demands, particularly when it comes to management skills. The future labour market is looking bright for Latin America, especially for Mexico. But whilst a move into new markets has expected challenges, with the right strategic planning on talent pipelines, reward schemes and retention incentives, this high growth area could prove hugely rewarding for businesses. www.antal.com www.passport.antal.com
    • www.antal.com www.passport.antal.com 4 Have a view? Share your thoughts: Eva Piqué - EPique@antal.com - Spain / Mexico Tremayne Elson - TElson@antal.com - Germany Joseph Devasia - JDevasia@antal.com - India For general enquiries: Passport@antal.com Talent search in Germany The German labour market gave two clear signals in January 2013. Although unemployment increased by 300,000+ to over 3 million people, general unemployment is growing at the slowest rate for the past five years and the demand for the most skilled candidates exceeds supply. Investor confidence also increased to the highest since May 2010. Germany’s small and medium- sized companies, which generate about half its GDP, will increase investment this year and growth should be stronger than predicted. Confidence is a very good sign, not just for the Germans, but also for those economies where the Germans are typically top inward investors such as Eastern Europe, Russia and China. Still, with the 17-nation euro area in its second recession in four years, the debt crisis is “far from over”, German Chancellor Angela Merkel said in her New Year’s speech. “Skills shortages across Germany represent one of the biggest dangers for the local economy and the staffing industry has been hit harshly by the lack of qualified staff”, says Tremayne Elson, Antal International’s Managing Director for the DACH region. He also warned of a worsening skills shortage for top talent, in the engineering, healthcare industries. “German companies are now planning their growth strategy for 2nd quarter of 2013 and 2014 – this is when some firms miss the boat and lose market share, in every recovery there are companies, some well known, who lose out in the war for talent". The 'Antal Global Snapshot' shows that retention at mid to senior level in Germany continues to be one of the best in Europe with only 13% of companies currently firing and just 12% planning to cut staff in the coming months. So where will the top candidates come from to fuel Germany’s growth and in the next 18 months? The search for talent will get tougher well before the statistics show a recovery. Skill shortages in India India is currently going through political and economic limbo with a lot of investment waiting to enter the country. Due to this, there is a feeling of scepticism. Candidates are not willing to make a move unless absolutely certain of the new opportunity. Companies are not willing to hire unless it is business critical. Despite these hurdles the Healthcare, FMCG, Education, Banking and Manufacturing sectors remain buoyant. Generally across India, management skills are in short supply. Often individuals lack the ability to effectively manage people. There is also a deficit in the level of communication skills needed, especially in non-client facing roles. According to Joseph Devasia, Managing Partner of Antal International – Mumbai, “India is blessed with a huge talent pool; however there is a huge vacuum in sourcing out people with the right skills, this is because there is a vast periphery between industry and vocational training”. He argues shortage of skills should be alleviated at the educational level where talent is nurtured. He adds, “Many growing sectors like Healthcare or FMCG are making use of the best of technology and training to improve productivity and bring out the best in employees. However, this is not the solution to the issue. Like most developed countries, India needs to implement and focus on skills based education. Educational institutes must put the emphasis on leadership in skills training, qualification and assessment. This strategy would definitely help India provide staff with the skills required by an increasingly globalised world”. With many international organisations entering India, there is also pressure to build an employer brand. While attracting the right talent and retaining them is a critical aspect; Indian corporations have realised that it is not just about advertising or marketing, but about the employee’s experience in an organisation. Employees are now valued as brand ambassadors, so special care is taken during the induction. A thorough onboarding process ensures new staff are well informed about the company, core processes and work culture, all of which helps to fast track their integration into the business. www.antal.com www.passport.antal.com
    • 5 www.antal.com www.passport.antal.com Are you mobile enough in the digital world? There has been a rise in BYOD (Bring Your Own Devices), a policy which allows employees to bring and use their own mobile devices such as laptops, smartphones and tablets in the work place. Even though the devices are personally owned, BYOD facilitates access to confidential company information, software and applications. In Germany, 80% of managers use their own device on a professional level, according to a study by the Haufe Group, a leading software company. Christian Deutsch, Managing Partner at Antal International, adds “Major German companies are gearing up to implement the BYOD system and preparing guidelines for employees”. New developments in technology are having an impact on business and it is key to incorporate these into core HR policies and the recruitment process. Merits of BYOD An advantage of the BYOD policy is the cost of hardware is shifted from the organization to the employee. Roy Simpson, Managing Partner at Antal International UK says: “HSBC plans a complete refresh of all their computer systems which will cost in the region of £300 million. It would be more cost effective to implement BYOD. Staff working from their own devices learn how to use the new technologies quickly, follow the trends and keep up with the speed of change which is amazing”. Moreover, companies which implement BYOD report higher satisfaction among their employees. By performing tasks on devices that staff have chosen, employees feel more comfortable and productive. Concerns regarding the BYOD policy The main concern with BYOD is security. Devices may be brought in with viruses and other malware which, once connected to the network at the workplace, could damage the entire system. BYOD may also cause the network and systems of the organisation to be more vulnerable to breaches. Jim Foster, Managing Partner at Antal International UK comments: “For now, the benefits seem very small compared to the risks taken. But this system certainly has a bright future. By implementing such systems, we also create new problems that need to be solved before going further. Security is very light in these domains at the moment”. However, with effective and consistent management, it is possible to safeguard against these risks. Clear policies should be communicated to employees, especially if the security measures are not complied with. Have a view? Share your thoughts: Jim Foster - JFoster@antal.com - United Kingdom Christian Deutsch - CDeutsch@antal.com - Germany Roy Simpson - RSimpson@antal.com - United Kingdom For general enquiries: Passport@antal.com Did you know? One in four devices used for work are either smartphones or tablets.
    • www.antal.com www.passport.antal.com Demand for luxury goods continues to grow at home and away! Despite the decline of middle ground retailers, 2013 is continuing to see growth in the luxury goods sector. Major brands are expanding into emerging markets and in particular the BRIC countries, so staff recruitment remains high. Research published by McKinsey predicts by 2020 China’s luxury consumer base is expected to expand from 80 million to 180 million people. James Darlington, Managing Director of Antal International China adds “For the last 3 – 4 years luxury goods have only been available in China’s tier 1 cities such as Beijing, Shanghai etc. Now companies are expanding into tier 2, 3 and even tier 4 cities. However, the candidates being sourced are not aware of these brands so good applicants are hard to find”. Across Europe the pattern of recruiting in-house continues with companies hiring locally based international candidates. This is as the need for more than one language becomes a main hiring factor in order to reach a larger consumer base coming in from China, India, the Middle East, etc. The advantage in Europe is that luxury or ‘bridging brands’ are well known throughout and attract talent through brand reputation. Liz Dillon, Managing Partner of Antal International Networks comments “The UK retail market is very mature and retailers have strong brand presence with big HR departments”. As the recession bypasses the market for luxury goods and a predicted 73% of companies expected to be hiring at managerial levels over the next quarter, the need to use RPO within this sector continues to grow on a global level. Rachele Melotti, Senior Recruiter for Antal International Milan agrees clients are seeking internationally experienced Store Managers, Retail Managers, Merchandisers and Planners. This is where a professional and managerial recruitment specialist such as Antal International can assist companies in their search and selection process to ensure they source ‘the best talent in the field’. Have a view? Share your thoughts: James Darlington - JDarlington@antal.com - China Liz Dillon - LDillon@antal.com - United Kingdom Rachele Melotti - RMelotti@antal.com - Italy For general enquiries: Passport@antal.com 6
    • www.antal.com www.passport.antal.com Clean energy investment declined 11% in 2012, weighed down by regulatory uncertainty and international policy changes. Bloomberg New Energy Finance research based on the world's leading database of transactions and projects in clean energy show that overall global investment in 2012 was $268.7bn, down from $302.3bn in 2011. The 2012 investment total was nevertheless the second highest ever. In 2013, the renewable energy industry faces two significant issues: Retiring baby boomers who take 30-40 years of knowledge and broad levels of experience with them as they start leaving the workplace in increasing numbers and a shortfall in new, qualified staff. This is supported by the findings in the report by TPWind the EU's Wind Energy Technology Platform that indicated a shortfall in qualified staff of 5 000 a year. In April 2012, a report from the UK's Renewable Energy Association (REA) also predicted that a workforce of around 400 000 by 2020 would be required to meet the UK's needs. John Hebson, a Scotland-based Partner in Antal's Energy Practice commented that "Graduates with theory-only degrees are less attractive to companies unless they have also studied mechanical, electrical or civil engineering and have some form of practical experience. With the number of retiring skilled professionals, there is also a shortage in people who can mentor and develop the inexperienced workforce too". Skill shortages are being experienced in a multitude of specialist areas from Engineers in the R&D fields of Design, Weight, Stress and Civil Engineering through to Project Managers in the fields of Hydraulics, Thermo-solar, Offshore Wind and Geologists. Javier Simon, a Madrid based Partner in Antal’s Energy Practice, pointed out the geopolitical factors and reduced subsidies of many European firms led companies like Abengoa and Acciona in Spain to focus more on projects in Africa, Latin America, Asia and Eastern European. "With less investment by some governments, companies across the diverse renewable field are in desperate need of Market Development and Government Relations specialists". The clean energy sector has a lot going for it, many candidates in "dirty" power and fuel industries prefer a move to a renewable energy employer. These candidates cite their reasons as: a better life-choice, longer term prospects, the environmental aspects and newer technologies. Yet these cleaner energy firms find themselves unable to harness these factors and source talent. The reason? They are out-priced and outbid on talent by the traditional energy sources. Although candidates are attracted by a cleaner and greener environment, at the end of the day money talks. These issues combined, give executives at renewable energy firms sleepless nights. Without the investment to increase budgets so they can realistically tempt candidates with key skills away from the conventional energy sector, they fail to roll out projects at pace. With large scale Siberian LNG finds, Shale gas licences being awarded in many countries and a general boom in extraction industries in many locations, the value of skilled professionals with the right engineering or functional experience has never been higher and talent is, for now, voting with their wallets. Companies are moving component manufacturing closer to the end project to keep prices down, but will this be enough to enable them to afford the people needed or do investors have to take stock and get the talent first? Renewables - Between a rock and a hard place 7
    • www.antal.com www.passport.antal.com Some forward-thinking firms are extending links with the education sector - putting equipment into secondary schools, colleges and universities so the next set of graduates are familiar with their technology and signing them up as apprentices. But until the wage imbalances are fixed, competitors and conventional energy will always be there promising higher rewards. However, with challenges comes opportunity - Spain, Portugal and Italy have seen exceptional challenges in recent years. Domestic investment in wind and marine energy sources was dropped as part of the austerity measures. In these Mediterranean countries, there is a surplus of skilled professionals with experience in the solar, thermal, wind, tidal and biotechnology industries or close equivalents. As much as Spanish power firms are looking abroad for new projects, so too are their qualified engineers and allied professionals. Other companies are today engaging with the soon to retire baby boomers adding additional perks, medical benefits and enhanced packages in order to retain older engineers in the workforce longer and adding them in as mentors to apprentice programs to accelerate the learning of new graduates. Could these be the solutions to help counter the skills crisis the renewable energy industry faces? One thing is for certain, these candidates know their value and despite the "draw" factor that a career in green energy offers, for now, at least, money talks. Have a view? Share your thoughts: John Hebson - JHebson@antal.com - Scotland Javier Simon - JSimon@antal.com - Spain Wim Keen - WKeen@antal.com - Germany Alan Russell - ARussell@antal.com - South-Africa For general enquiries: Passport@antal.com 8 Did you know? In the UK alone, windpower is the largest energy resource compared to Europe.
    • www.antal.com www.passport.antal.com In many countries around the world there has been a steady shift in the typical working day over recent years as more businesses offer flexible working, short weeks and shared jobs. And, in the main, these changes have been driven by staff wanting to balance their work and private life. This break from tradition has given the women who wish to do so, a viable opportunity to return to work after having children. This is only made possible with changes in business culture; companies have embraced flexible working patterns and become more considerate employers so it is now easier for women to have a career and family. However, despite the progress made, there is still a push for businesses to do more to address the inequality at board level. On top boards in the UK, for example – those of the companies in the Financial Times Index of the leading 100 - there are just 18 female executive directors compared to 292 male. Businesses are being challenged to find their own solutions to this imbalance and achieve their own targets. If progress is not shown, there is a threat of quotas becoming mandatory as they have in some other European countries. It is argued that, by having a balanced board, discussions become more rounded and take into account more varied perspectives, which has proven to make a difference to the bottom line. This is supported by research conducted by McKinsey (April 2012, Women as a Valued Asset) which argues that women add as much as 41% more return on equity where there are two or more on a board. Surely this factor alone would make any organisation review the mix at the top and not hesitate to shake it up? For these reasons, clients and recruitment consultancies alike, have joint responsibility to ensure that during the recruitment process there is fair representation of men and women on a short-list and that both are given the chance to present their case for the job in question. Antal Spain is just one country that has shown no hesitation in redressing the balance of women at executive level. In the key cities of Madrid and Barcelona the number of women in leadership roles is now substantially higher than men (80% - 20%) and around fifty percent became a mother in the last four years. This baby boom may have presented considerable challenges to businesses facing the need to provide high levels of support to women to balance work and life. But by offering more support, staff became more effective and businesses and focus on measuring results rather than just hours in the office. As Leticia de la Herrán, who manages the Madrid and Barcelona office of Antal’s Spanish operations says: “I have been working with Antal for a long time now and feel great support, trust and freedom on decisions. Becoming a mother in 2003 and 2010 has been tough but I can say, because I do not have a minute to lose I maximise my time in the office". Romania is well known for having many top managers and key female executives. This stems from communist times when women had to cope being a wife, having a job, being satisfied with little luxury and raising their children at the same time. Dealing with these challenges has encouraged a young generation of strong women "fighters". They strive to succeed for their families and for their own reputation. There now many cases of top jobs, traditionally male orientated that are successfully fulfilled by woman, in Romania. Irina Vasile head of Antal’s Romanian offices for the last 10 years says, “being an executive director and having a family with children is challenging, indeed, but also very stimulating, especially when you are doing what you like in your career. Today, my own children cannot imagine me without Antal.” Women in business 9 Have a view? Share your thoughts: Leticia de la Herrán - LHerran@antal.com - Spain Irina Vasile - IVasile@antal.com - Romania For general enquiries: Passport@antal.com Did you know? “Being powerful is like being a lady... If you have to tell people you are, you aren't.” Margaret Thatcher
    • 10www.antal.com www.passport.antal.com Digital advice: Raising employer branding Key factors that you need to consider to stand out in digital space include:  A strong commitment to an on-line channel - resource and investment is vital. E-Commerce managers tend to leave organisations due to funding restrictions and projects not been given strategic significance.  Credible website proposition including innovative concepts. Most potential employees research companies online and expect to see a well presented and cohesive site.  Mobile application technology is necessary to embrace iphone / smartphone / android users, this also gives a clear message that you are serious about E-Commerce and on top of latest technology.  Engage with customer by providing interesting and relevant information. Content is king!  Links with Social Media to encourage people to ‘Like’ products and so drive more traffic to your site.  Reputation management - close monitoring of customer feedback offers opportunity to resolve issues and enhance customer service. Have a view? Share your thoughts: Passport@antal.com Send your feedback and ideas to passport@antal.com, we will be happy to take them into account!