A presentation of Mike Booker, Managing Director of The Network held at Esimies & Henkilöstö 2014 event 8th of May. Presentation includes statics and information about global talent trends, recruiting trends, global recruiting, finnish labour market, global talent survey and methods of job search.
This document summarizes the Global Talent Competitiveness Index 2013. It discusses how the index measures countries' abilities to produce, attract, and retain talented individuals. The index considers 48 indicators across six pillars to assess 103 countries. The top performing countries are largely from Northern Europe, including Denmark, Sweden, Luxembourg, the Netherlands, the UK, Finland, Iceland, Norway, Belgium, Austria, Germany, Ireland and France. The document notes that developing a talented workforce is complex, and the global competition for talent is uneven.
Singapore is well positioned to partner with companies looking to tap into Asian growth. It has a strategic location in Southeast Asia and trade agreements that provide access to many Asian markets. Over half of Singapore's overseas investments are in Asia, making it a top investor in countries like China and India. Singapore companies use business parks and industrial zones in Asia as platforms to expand regionally. Partnering with Singapore allows firms to leverage its expertise and networks to succeed in Asian markets.
The document analyzes a survey of 358 Flemish companies to identify "Hidden Champions" that drive outsized growth. It finds that 8% of mid-sized companies are Hidden Champions, generating one-third of total revenue. Hidden Champions outperform in key areas like innovation productivity, employee performance, profitability, and global sales footprint. While Hidden Champions make up a small minority, the document concludes that many more Flemish companies could adopt the Hidden Champions' strategic approach to boost long-term growth.
This document summarizes a study on defining and measuring the middle class in South Africa. It begins by noting the lack of clarity in existing research due to different definitions of class. It then proposes a new vulnerability-based approach to define the middle class using panel data from the National Income Dynamics Study. Specifically, it estimates the risk of falling into poverty over six years based on initial household conditions. A risk of 10% is used to set the lower bound for the middle class, and virtual invulnerability to poverty sets the upper bound. The estimated expenditure ranges for the South African middle class are R3,104 to R10,387 per capita monthly. Applying this methodology, the study finds that the middle class makes up about
Simon kucher hermann-simon_hidden_championsGregorio Lato
This document contains a presentation about Hidden Champions and the globalized world of the future called "Globalia". It includes the following key points:
- Globalia in 2025 will have China, the US, and the EU as the three largest economies in the world. All other countries will be in the "second global league". Africa's role will increasingly important after 2025.
- Success in Globalia depends more on mid-sized world-class companies, especially Hidden Champions, rather than large corporations. Innovation, a strong manufacturing base, and cost competitiveness are factors in their success.
- Hidden Champions pursue highly ambitious goals of growth and becoming market leaders. Their continuous growth drives them forward to set standards
Spain holds the 9th largest accumulated inward FDI stock and the 11th largest investor in the world. It offers many business opportunities and investment in many sectors as: Information and Communication Technologies (ICT), Environmental, Biotechnology, Aerospace, Automotive, Logistics & Transport and Renewable Energies.
Spain is promoting itself as a partner for business in Europe by highlighting its highly internationalized economy and access to large markets. Key points made include:
- Spain has a large, growing economy and is a top exporter and attractor of foreign direct investment in Europe.
- Operating from Spain allows access to the large European single market as well as opportunities in Latin America and other regions due to cultural and economic ties.
- Major Spanish companies have significant global operations and influence, while many foreign multinationals use Spain as a European or Latin American hub.
Charles Thompson, General Manager of International at Australia Post and StarTrack, presented on connecting Australia, Asia, and the world through cross-border ecommerce. Key points included:
- Asia, particularly China and Southeast Asia, is forecasted to be a major driver of global ecommerce growth due to a growing middle class and increasing internet penetration.
- Australia Post and StarTrack offer end-to-end ecommerce solutions to help Australian businesses succeed in Asian markets through partnerships, warehouses, payment solutions, and marketplaces.
- Their joint venture with China Post provides unrivaled access and capabilities to link Australian and Chinese businesses and consumers.
This document summarizes the Global Talent Competitiveness Index 2013. It discusses how the index measures countries' abilities to produce, attract, and retain talented individuals. The index considers 48 indicators across six pillars to assess 103 countries. The top performing countries are largely from Northern Europe, including Denmark, Sweden, Luxembourg, the Netherlands, the UK, Finland, Iceland, Norway, Belgium, Austria, Germany, Ireland and France. The document notes that developing a talented workforce is complex, and the global competition for talent is uneven.
Singapore is well positioned to partner with companies looking to tap into Asian growth. It has a strategic location in Southeast Asia and trade agreements that provide access to many Asian markets. Over half of Singapore's overseas investments are in Asia, making it a top investor in countries like China and India. Singapore companies use business parks and industrial zones in Asia as platforms to expand regionally. Partnering with Singapore allows firms to leverage its expertise and networks to succeed in Asian markets.
The document analyzes a survey of 358 Flemish companies to identify "Hidden Champions" that drive outsized growth. It finds that 8% of mid-sized companies are Hidden Champions, generating one-third of total revenue. Hidden Champions outperform in key areas like innovation productivity, employee performance, profitability, and global sales footprint. While Hidden Champions make up a small minority, the document concludes that many more Flemish companies could adopt the Hidden Champions' strategic approach to boost long-term growth.
This document summarizes a study on defining and measuring the middle class in South Africa. It begins by noting the lack of clarity in existing research due to different definitions of class. It then proposes a new vulnerability-based approach to define the middle class using panel data from the National Income Dynamics Study. Specifically, it estimates the risk of falling into poverty over six years based on initial household conditions. A risk of 10% is used to set the lower bound for the middle class, and virtual invulnerability to poverty sets the upper bound. The estimated expenditure ranges for the South African middle class are R3,104 to R10,387 per capita monthly. Applying this methodology, the study finds that the middle class makes up about
Simon kucher hermann-simon_hidden_championsGregorio Lato
This document contains a presentation about Hidden Champions and the globalized world of the future called "Globalia". It includes the following key points:
- Globalia in 2025 will have China, the US, and the EU as the three largest economies in the world. All other countries will be in the "second global league". Africa's role will increasingly important after 2025.
- Success in Globalia depends more on mid-sized world-class companies, especially Hidden Champions, rather than large corporations. Innovation, a strong manufacturing base, and cost competitiveness are factors in their success.
- Hidden Champions pursue highly ambitious goals of growth and becoming market leaders. Their continuous growth drives them forward to set standards
Spain holds the 9th largest accumulated inward FDI stock and the 11th largest investor in the world. It offers many business opportunities and investment in many sectors as: Information and Communication Technologies (ICT), Environmental, Biotechnology, Aerospace, Automotive, Logistics & Transport and Renewable Energies.
Spain is promoting itself as a partner for business in Europe by highlighting its highly internationalized economy and access to large markets. Key points made include:
- Spain has a large, growing economy and is a top exporter and attractor of foreign direct investment in Europe.
- Operating from Spain allows access to the large European single market as well as opportunities in Latin America and other regions due to cultural and economic ties.
- Major Spanish companies have significant global operations and influence, while many foreign multinationals use Spain as a European or Latin American hub.
Charles Thompson, General Manager of International at Australia Post and StarTrack, presented on connecting Australia, Asia, and the world through cross-border ecommerce. Key points included:
- Asia, particularly China and Southeast Asia, is forecasted to be a major driver of global ecommerce growth due to a growing middle class and increasing internet penetration.
- Australia Post and StarTrack offer end-to-end ecommerce solutions to help Australian businesses succeed in Asian markets through partnerships, warehouses, payment solutions, and marketplaces.
- Their joint venture with China Post provides unrivaled access and capabilities to link Australian and Chinese businesses and consumers.
This document contains the agenda and plans for Oslo Innovation Week 2018. It discusses continuing focus areas from 2017 like sustainability, steam venues, and showcasing Oslo culture. It also outlines proposals to attract more international attendees and startups, connect startups to corporations, and partner with the city of Oslo on smart city initiatives. Key events like the opening, 100 Pitches startup competition, and Oslo Innovation Award are also summarized. The document analyzes feedback and provides criteria for partner events to align with OIW's mission.
This document summarizes a presentation given by Ann Swain, CEO of APSCo, about capitalizing on global recruitment trends. Some of the key trends discussed include globalization, political/economic instability, growth of managed service providers, technology advances, and changing demographics. The presentation outlines each trend and recommends responses like expanding internationally, being adaptable, embracing new technologies, and tailoring services to changing workforce needs. Overall, the presentation advises that the recruitment industry is rapidly evolving and businesses must change internally at least as fast as external changes to remain successful.
This document summarizes a presentation given by Ann Swain, CEO of APSCo, about capitalizing on global recruitment trends. Some of the key trends discussed include globalization, political/economic instability, growth of managed service providers, technology advances, and changing demographics. The presentation outlines each trend and recommends responses like expanding internationally, being adaptable, embracing new technologies, and tailoring services to changing workforce needs. Overall, the presentation advises that the recruitment industry is rapidly evolving and businesses must change internally at least as fast as external changes to remain successful.
The document provides an overview of Moleskine SpA with a snapshot of the company’s history, strategy, competitive positioning, product offering, business model and key financials.
Key numbers, evaluation on strategy goals and feedback from event organizers, press, and attendees from Oslo Innovation Week 2018, 24-28 September. By Oslo Business Region.
This document provides information about Global Talent Week taking place from March 30th to April 8th in Scandinavia and online. It includes the program schedule, descriptions of participating companies and organizations exhibiting at the online career fair and Global Mobility Forum, and profiles of the 30 semifinalists for the Global Talent Awards. The purpose of Global Talent Week is to connect global talents with opportunities in Scandinavia and recognize individuals who bring skills in innovation, entrepreneurship, and intercultural competence to the global workforce.
The OECD advises governments on economic, social and technological policies. It recommends strengthening innovation through SMEs by: 1) Promoting entrepreneurship cultures and frameworks that support SMEs. 2) Embedding SMEs in knowledge flows through partnerships and collaboration. 3) Strengthening entrepreneurial human capital through education and training. 4) Improving support for social entrepreneurship through financing, research and incubators.
Keynote #TCI2019 Robin De Cock and Omar Mohout - Clusters for regional growt...TCI Network
The document discusses European scaleup ecosystems and startup scenes. It provides data on amounts of funding raised by country from 2016-2018, with the UK raising the most at €17B. It also gives numbers of deals by industry, with fintech having the most deals. Additional data and rankings are provided on business models, top cities, accelerators, investors, and corporate investors on the European scaleup scene. The presentation advocates for entrepreneurs to leverage multiple ecosystems and develop global pipelines to access various resources from around the world.
Intelligence Group has researched ‘the attractiveness of Nestlé within the European labour market’ based on the results of our Global Talent Acquisition Monitor (GTAM).
Intelligence Group is an international Data & Tech company and the European market leader in the field of labour market and recruitment data. Founded in 2003, Intelligence Group is proud of its hundreds of clients, including Adecco, Manpower, KLM, McDonalds and IBM, who are able to recruit better and faster through our innovative solutions and services.
Building an Effective Skills Strategy for Spain – Consultation Workshop with ...EduSkills OECD
This presentation was prepared for the Diagnostic Workshop with Regional Governments in Madrid (November 3-4, 2014) in the context of the “Building an Effective Skills Strategy for Spain” project, a collaborative project of the OECD and the Government of Spain. The material was intended as input to the Diagnostic Workshop with Regional Governments and does not aim to provide a comprehensive assessment of Spain’s Skills System.
Dutch media landscape 2014 Q1 update by StarcomstarcomNL
The document provides an overview of media trends in the Netherlands. Key points include:
- Television still claims the largest share of gross media spend, though its share is declining as digital spend rises. Internet display spending is growing rapidly year-over-year.
- Top advertisers are FMCG, retail, and telecom companies. Retail brands dominate the list of top individual brands spending on advertising.
- Total sponsor spending decreased 6% in 2013, mainly due to less spending on sports sponsorships. The majority of sponsor contracts are for sports properties.
- Digital trends like social, local and mobile are increasingly important across media. Consumers are engaging more with digital and multi-screen behaviors.
This document provides information about Global Talent Week, taking place from March 30th to April 8th in Scandinavia and online. It introduces the program of events, including an online career fair, networking events in Oslo and Copenhagen, and a Global Mobility Forum. It also profiles some of the exhibitors and organizations participating in Global Talent Week, such as IBM, Jotun, Nova, Oslo Municipality, and Statkraft. Finally, it provides details on the Global Talent Awards, which recognizes outstanding global talents.
Defining your Future Success Ann Swain, Global CEO, APSCoTALiNT Partners
This document discusses how recruitment firms can define their future success in an uncertain market. It recommends that firms understand the market trends, client base, and their own business to find opportunities. The recruitment market is growing, especially in Asia and Europe. To attract talent, employers must focus on culture, career growth, and diversity. Understanding candidates' experiences is also key. The document concludes that having a clear vision, strategy, and business plan will give firms a competitive advantage for weathering chaos and future-proofing their business.
Primark’s Background Primark retails a diverse range o.docxstilliegeorgiana
Primark is considering expanding internationally into new markets. They analyzed various macro and micro criteria of potential markets including GDP, population, urbanization, corruption, economic freedom, and the apparel market. Based on this analysis, Canada and Sweden were identified as the top opportunities. Both countries have large apparel markets, low corruption, and culturally resemble Primark's existing markets. Canada has a GDP of $1.6 trillion and the apparel market is worth $1 billion. Sweden has a GDP of $467 billion and the apparel market is worth $96 billion, making both attractive options for Primark's international expansion.
- Oslo Innovation Week 2016 included 75 events with over 10,700 attendees and 350 speakers. Feedback from event organizers was positive, praising the collaboration and networking opportunities.
- Key metrics included 75 events, 115 event organizers, 10,700 attendees with 21% from outside Norway. There were 350 speakers, half of whom were male.
- The theme of "Powercouples" aimed to connect different industries and disciplines. An online tool let people generate their own power couples. The theme received positive feedback.
This document provides an overview of Adecco's CSR strategy and activities in 2014/2015. It discusses Adecco's business model of providing flexible workforce solutions to clients and job opportunities to associates. It highlights key CSR programmes focused on youth employment, career development, international mobility, and inclusion. These include initiatives like the Adecco Way to Work, Win4Youth, and support for vulnerable groups. The document emphasizes Adecco's purpose of helping people achieve better work and better lives. It also notes external recognition of Adecco's sustainability performance through rankings and indices.
The document summarizes the Adecco Group's international candidate placement activities in 2015. Some key details:
- Over 4,265 candidates from over 15 source countries, such as Poland, France, and the UK, found international work opportunities through Adecco in 2015, a 38% increase from 2014.
- The top 15 host countries welcoming Adecco's international candidates were the US, UAE, Qatar, and Colombia.
- The majority of placements were in professional staffing (56%) and industrial workers (27%). Key industries included IT, logistics, and engineering.
- Over half (52%) of international candidates were proposed directly by Adecco host country clients, while 32% came
#FIRMday Leeds 21st November 2018 - Totaljobs: Competing on a the global stageEmma Mirrington
Totaljobs as he dissects the findings from the largest ever study into workforce mobility, with insight from nearly 400,000 participants worldwide.
The 2018 Global Talent Survey, conducted by totaljobs, The Network and Boston Consulting Group uncovers recruitment trends, candidate motivations and the mobility preferences of a global workforce.
Find out how the UK competes on a global stage, and what we can do to attract, engage and retain the best talent.
A slide for exporting companies, strategies, challenges and more.
Graphical and easy layout, models, pictures and animations included.
By the Danish Trade Council.
"Meeting Future Industry Need in Asia and Europe: The Renaissance of Vocation...Asia Matters
Prof Paul Evans of INSEAD gives on overview of how countries score on Talent Competitiveness, and how can they do better at the Asia Ireland Higher Education and Global Talent Forum in Dublin, 9 July as part of Asia Business Week Ireland 2015
Nostetta! on Uranus Oy:n julkaisu ura- ja rekrytointipalveluista kiinnostuneille. Numero 11 aiheita: Työfiilis -kuvakilpailu, rekrytointikavavat, Decoding Global Talent, Uranus.fi mobiilisivut, opiskelijoiden etupalvelu Frank, rekrytointiyhteistyö, rekrytointi Baltiassa.
This document contains the agenda and plans for Oslo Innovation Week 2018. It discusses continuing focus areas from 2017 like sustainability, steam venues, and showcasing Oslo culture. It also outlines proposals to attract more international attendees and startups, connect startups to corporations, and partner with the city of Oslo on smart city initiatives. Key events like the opening, 100 Pitches startup competition, and Oslo Innovation Award are also summarized. The document analyzes feedback and provides criteria for partner events to align with OIW's mission.
This document summarizes a presentation given by Ann Swain, CEO of APSCo, about capitalizing on global recruitment trends. Some of the key trends discussed include globalization, political/economic instability, growth of managed service providers, technology advances, and changing demographics. The presentation outlines each trend and recommends responses like expanding internationally, being adaptable, embracing new technologies, and tailoring services to changing workforce needs. Overall, the presentation advises that the recruitment industry is rapidly evolving and businesses must change internally at least as fast as external changes to remain successful.
This document summarizes a presentation given by Ann Swain, CEO of APSCo, about capitalizing on global recruitment trends. Some of the key trends discussed include globalization, political/economic instability, growth of managed service providers, technology advances, and changing demographics. The presentation outlines each trend and recommends responses like expanding internationally, being adaptable, embracing new technologies, and tailoring services to changing workforce needs. Overall, the presentation advises that the recruitment industry is rapidly evolving and businesses must change internally at least as fast as external changes to remain successful.
The document provides an overview of Moleskine SpA with a snapshot of the company’s history, strategy, competitive positioning, product offering, business model and key financials.
Key numbers, evaluation on strategy goals and feedback from event organizers, press, and attendees from Oslo Innovation Week 2018, 24-28 September. By Oslo Business Region.
This document provides information about Global Talent Week taking place from March 30th to April 8th in Scandinavia and online. It includes the program schedule, descriptions of participating companies and organizations exhibiting at the online career fair and Global Mobility Forum, and profiles of the 30 semifinalists for the Global Talent Awards. The purpose of Global Talent Week is to connect global talents with opportunities in Scandinavia and recognize individuals who bring skills in innovation, entrepreneurship, and intercultural competence to the global workforce.
The OECD advises governments on economic, social and technological policies. It recommends strengthening innovation through SMEs by: 1) Promoting entrepreneurship cultures and frameworks that support SMEs. 2) Embedding SMEs in knowledge flows through partnerships and collaboration. 3) Strengthening entrepreneurial human capital through education and training. 4) Improving support for social entrepreneurship through financing, research and incubators.
Keynote #TCI2019 Robin De Cock and Omar Mohout - Clusters for regional growt...TCI Network
The document discusses European scaleup ecosystems and startup scenes. It provides data on amounts of funding raised by country from 2016-2018, with the UK raising the most at €17B. It also gives numbers of deals by industry, with fintech having the most deals. Additional data and rankings are provided on business models, top cities, accelerators, investors, and corporate investors on the European scaleup scene. The presentation advocates for entrepreneurs to leverage multiple ecosystems and develop global pipelines to access various resources from around the world.
Intelligence Group has researched ‘the attractiveness of Nestlé within the European labour market’ based on the results of our Global Talent Acquisition Monitor (GTAM).
Intelligence Group is an international Data & Tech company and the European market leader in the field of labour market and recruitment data. Founded in 2003, Intelligence Group is proud of its hundreds of clients, including Adecco, Manpower, KLM, McDonalds and IBM, who are able to recruit better and faster through our innovative solutions and services.
Building an Effective Skills Strategy for Spain – Consultation Workshop with ...EduSkills OECD
This presentation was prepared for the Diagnostic Workshop with Regional Governments in Madrid (November 3-4, 2014) in the context of the “Building an Effective Skills Strategy for Spain” project, a collaborative project of the OECD and the Government of Spain. The material was intended as input to the Diagnostic Workshop with Regional Governments and does not aim to provide a comprehensive assessment of Spain’s Skills System.
Dutch media landscape 2014 Q1 update by StarcomstarcomNL
The document provides an overview of media trends in the Netherlands. Key points include:
- Television still claims the largest share of gross media spend, though its share is declining as digital spend rises. Internet display spending is growing rapidly year-over-year.
- Top advertisers are FMCG, retail, and telecom companies. Retail brands dominate the list of top individual brands spending on advertising.
- Total sponsor spending decreased 6% in 2013, mainly due to less spending on sports sponsorships. The majority of sponsor contracts are for sports properties.
- Digital trends like social, local and mobile are increasingly important across media. Consumers are engaging more with digital and multi-screen behaviors.
This document provides information about Global Talent Week, taking place from March 30th to April 8th in Scandinavia and online. It introduces the program of events, including an online career fair, networking events in Oslo and Copenhagen, and a Global Mobility Forum. It also profiles some of the exhibitors and organizations participating in Global Talent Week, such as IBM, Jotun, Nova, Oslo Municipality, and Statkraft. Finally, it provides details on the Global Talent Awards, which recognizes outstanding global talents.
Defining your Future Success Ann Swain, Global CEO, APSCoTALiNT Partners
This document discusses how recruitment firms can define their future success in an uncertain market. It recommends that firms understand the market trends, client base, and their own business to find opportunities. The recruitment market is growing, especially in Asia and Europe. To attract talent, employers must focus on culture, career growth, and diversity. Understanding candidates' experiences is also key. The document concludes that having a clear vision, strategy, and business plan will give firms a competitive advantage for weathering chaos and future-proofing their business.
Primark’s Background Primark retails a diverse range o.docxstilliegeorgiana
Primark is considering expanding internationally into new markets. They analyzed various macro and micro criteria of potential markets including GDP, population, urbanization, corruption, economic freedom, and the apparel market. Based on this analysis, Canada and Sweden were identified as the top opportunities. Both countries have large apparel markets, low corruption, and culturally resemble Primark's existing markets. Canada has a GDP of $1.6 trillion and the apparel market is worth $1 billion. Sweden has a GDP of $467 billion and the apparel market is worth $96 billion, making both attractive options for Primark's international expansion.
- Oslo Innovation Week 2016 included 75 events with over 10,700 attendees and 350 speakers. Feedback from event organizers was positive, praising the collaboration and networking opportunities.
- Key metrics included 75 events, 115 event organizers, 10,700 attendees with 21% from outside Norway. There were 350 speakers, half of whom were male.
- The theme of "Powercouples" aimed to connect different industries and disciplines. An online tool let people generate their own power couples. The theme received positive feedback.
This document provides an overview of Adecco's CSR strategy and activities in 2014/2015. It discusses Adecco's business model of providing flexible workforce solutions to clients and job opportunities to associates. It highlights key CSR programmes focused on youth employment, career development, international mobility, and inclusion. These include initiatives like the Adecco Way to Work, Win4Youth, and support for vulnerable groups. The document emphasizes Adecco's purpose of helping people achieve better work and better lives. It also notes external recognition of Adecco's sustainability performance through rankings and indices.
The document summarizes the Adecco Group's international candidate placement activities in 2015. Some key details:
- Over 4,265 candidates from over 15 source countries, such as Poland, France, and the UK, found international work opportunities through Adecco in 2015, a 38% increase from 2014.
- The top 15 host countries welcoming Adecco's international candidates were the US, UAE, Qatar, and Colombia.
- The majority of placements were in professional staffing (56%) and industrial workers (27%). Key industries included IT, logistics, and engineering.
- Over half (52%) of international candidates were proposed directly by Adecco host country clients, while 32% came
#FIRMday Leeds 21st November 2018 - Totaljobs: Competing on a the global stageEmma Mirrington
Totaljobs as he dissects the findings from the largest ever study into workforce mobility, with insight from nearly 400,000 participants worldwide.
The 2018 Global Talent Survey, conducted by totaljobs, The Network and Boston Consulting Group uncovers recruitment trends, candidate motivations and the mobility preferences of a global workforce.
Find out how the UK competes on a global stage, and what we can do to attract, engage and retain the best talent.
A slide for exporting companies, strategies, challenges and more.
Graphical and easy layout, models, pictures and animations included.
By the Danish Trade Council.
"Meeting Future Industry Need in Asia and Europe: The Renaissance of Vocation...Asia Matters
Prof Paul Evans of INSEAD gives on overview of how countries score on Talent Competitiveness, and how can they do better at the Asia Ireland Higher Education and Global Talent Forum in Dublin, 9 July as part of Asia Business Week Ireland 2015
Similar to Recruiting Trends and Finnish Labour Market (20)
Nostetta! on Uranus Oy:n julkaisu ura- ja rekrytointipalveluista kiinnostuneille. Numero 11 aiheita: Työfiilis -kuvakilpailu, rekrytointikavavat, Decoding Global Talent, Uranus.fi mobiilisivut, opiskelijoiden etupalvelu Frank, rekrytointiyhteistyö, rekrytointi Baltiassa.
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The Network is a global leader in online recruitment. Rekrytointi.com is the Finnish member of The Network. Learn how The Network works and how easy global recruitment can be.
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The journey toward landing your dream job can be both exhilarating and nerve-wracking. As you navigate through the intricate web of job applications, interviews, and follow-ups, it’s crucial to steer clear of common pitfalls that could hinder your chances. Let’s delve into some of the most frequent mistakes applicants make during the job application process and explore how you can sidestep them. Plus, we’ll highlight how Alliance Job Search can enhance your local job hunt.
3. Global Talent Trends
Labour market compound issues
Some observations of the Finnish labour market
Global Talent Survey wave III & IV
Future recruiting considerations
Question and answers
Introduce our organisation and context
of the presentation
AGENDA
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4. LOCAL LEADERS, WORLDWIDE
Founded 2002
52 Independent members
134 countries
Market leaders in most countries
Unrivalled coverage
Centralised management
& local support
Local recruiting insight
5. COVERAGE AND REACH
134 countries
276 Million CV’s
201 Million unique visitors
1,1 Billion visits per month
10. QUESTIONS FOR YOU
Who expects to increase external hiring, rather than internal mobility?
Whose company will hire more staff this year, in comparison to last year?
11. QUESTIONS FOR YOU
Who has found that specialist skills are in greater demand in recent years?
Who expects to increase external hiring, rather than internal mobility?
Whose company will hire more staff this year, in comparison to last year?
12. QUESTIONS FOR YOU
Who works for a multinational company that centralised its recruiting
function?
Who has found that specialist skills are in greater demand in recent years?
Who expects to increase external hiring, rather than internal mobility?
Whose company will hire more staff this year, in comparison to last year?
13. QUESTIONS FOR YOU
Who has already hired staff internationally when there was a shortage of
talent in Finland?
Who works for a multinational company that centralised its recruiting
function?
Who has found that specialist skills are in greater demand in recent years?
Who expects to increase external hiring, rather than internal mobility?
Whose company will hire more staff this year, in comparison to last year?
15. RECRUITING TRENDS
UNEMPLOYMENT & SKILLS SHORTAGE SINCE 2008/9
Since the 2008/9 financial & economic crisis unemployment has risen
Over 20% unemployment in Spain and Greece
US unemployment has doubled
Asia-Pacific is just dropping to pre-crisis levels
Yet today, many industries suffer serious skill shortages, whilst others
have vacancies they are unable to fill
Global Employment Survey 2013
16. RECRUITING TRENDS
LACK OF AVAILABLE TALENT
1/3rd of employers find it difficult to hire due to a shortage
of talent
Rising skill level is required due to the evolving global
economy
Failure of education systems to provide talent for
changing recruiter needs
i.e. not enough students graduate with the vocational skills
required.
17. RECRUITING TRENDS
MCKINSEY’S « WAR FOR TALENT »
McKinsey
consultant Steven
Hankin created
the phrase
“War for talent”
in 1997…
The study was
developed to explain
the intensity of
competition in
attracting and
retaining talent
Harvard Press’s
subsequent
publication
emphasized the
importance of
talent and its
relation to the
success of an
organisation
18. RECRUITING TRENDS
PRACTICAL ISSUES AROUND THE WORLD
1/3rd of the Chinese workforce will retire within the next 20 years
71% of Brazilian employers cite skills shortages, the highest in the world
There are over 1 Million vacancies for Government jobs in India, also it’s well known IT
industry is struggling to find enough new talent
In Australia it takes twice as long to fill Engineering, or Science
vacancies than it does for vacancies in IT
19. RECRUITING TRENDS
PAY+BENEFITS VS. COST OF LIVING VARIES SIGNIFICANTLY
City Consumer Price Index Rent Index Groceries Index Restaurant Price Index
Bern, Switzerland 142.52 57.7 145.8 138.43
Oslo, Norway 141.22 62.51 131.7 166.52
Paris, France 120.68 66.9 122.73 107.5
Copenhagen, Denmark 117.24 54.46 106.98 138.41
Stockholm, Sweden 113.94 47.79 105.09 114.35
London, United Kingdom 113.27 88.04 97.58 106.89
Dublin, Ireland 111.45 48.36 105.84 109.57
Luxembourg, Luxembourg 108.88 66.64 94.1 124.9
Helsinki, Finland 106.92 49.79 107.7 107.64
Brussels, Belgium 103.82 42.4 97.01 113.87
Turku, Finland 103.8 28.77 98.5 99.01
Oulu, Finland 103.33 27.88 93.98 99.66
Gothenburg, Sweden 102.43 32.4 100.33 101.55
Amsterdam, Netherlands 99.98 50.52 81.4 115.72
Bonn, Germany 90.19 31.14 83.75 80.14
Vienna, Austria 90.16 36.22 90.45 79.49
20. RECRUITING TRENDS
COMPOUNDED BY AN AGEING GLOBAL WORKFORCE
World population will rise from 6.9 Bn. to 7.6 Bn. by 2020
Yet the working age population will decline in many countries
Japan already has more workers exiting the workforce,
compared to those entering it each month
Younger / emerging countries are likely to profit from this trend
1/3rd of India’s population is under 15 years of age,
Indonesia, Brazil and Mexico are all likely to benefit from a surge
in productivity and growth
28. RECRUITING TRENDS
ECONOMY & POPULATION
Finland has the 4th largest “knowledge economy” in Europe (OECD)
Highly integrated to the Global economy with 1/3rd of GDP Intl. trade
Key trade flows; Germany, Russia, Sweden, UK, US, Netherlands & China
Only Nordic country to enter the Eurozone
GDP growth rate -1,4%
Population 5,45 M
30. RECRUITING TRENDS
UNEMPLOYMENT & SKILLS SHORTAGE
Working population 3,5 M
Unemployment rate 9,1%
Unemployed jobseekers in 315,700 in March (+28,700 year on year)
New vacancies registered totalled 47,700 in March (-2,200 year on year)
Number of unfilled vacancies 107,600 in March (-200 year on year)
Largest notable companies; Nokia, Stora Enso, Neste Oil, UPM,
Aker Finnyards, Rovio and Kone
Largest foreign HQ’d employers in Finland;
ABB, Tellabs, Carlsberg and Siemens
Employment bulletin March 2013
31. RECRUITING TRENDS
IMMIGRATION & MIGRATION
Immigration to FI 31,940 in 2013
(+660) / 50% from EU
Emigration from FI 13,890 in 2013
(Slight increase)
Net migration 18,050 (+620)
Foreign-language speakers account for
90% of the population growth in 2013.
The number of people whose native
language is foreign grew by 22,119.
34. GLOBAL TALENT SURVEY
THE BACKGROUND
The GTS large-scale global research into the motivations and behaviours
of jobseekers towards international mobility
21,000 jobseekers 66,000 jobseekers 162,495 jobseekers
36 online questions
Circa 7 minutes
Freetext and pre-populated answers
2006
8
countries
2009
40
countries
2011
66
countries
36. GLOBAL TALENT SURVEY
METHOD OF JOB SEARCH
To
1) Job board 87%
2) Corporate website 55%
3) Search engine 43%
4) Personal network 43%
5) Recruitment 38%
consultancy
37. GLOBAL TALENT SURVEY
DESTINATION EMPLOYER
To
1) Google
2) M/soft
3) GE
4) ABB
5) Apple
From
1) Nokia
2) Google
3) IBM
4) M/soft
5) HP
38. GLOBAL TALENT SURVEY
KEY FACTORS & MOTIVATING REASONS
To From
1) Salary 1) Working atmosphere
2) Career opportunities 2) Salary
3) Working atmosphere 3) Challenge of the job
4) Terms of employment/benefits 4) Career opportunities
5) Challenge of the job 5) Permanent contract
To From
1) Broaden experience 1) Broaden experience
2) Career opportunities 2) Challenge oneself
3) Challenge oneself 3) Get to know different cultures
4) Acquiring work experience 4) Career opportunities
5) Get to know different cultures 5) Acquiring work experience
39. GLOBAL TALENT SURVEY
DESTINATION CITY & COUNTRY
To (Cities)
1) London 6) Sydney 1) London 6) Dubai
2) New York 7) Stockholm 2) New York 7) Toronto
3) Paris 8) Berlin 3) Singapore 8) Berlin
4) Helsinki 9) Toronto 4) Paris 9) Melbourne
5) Singapore 10) Copenhagen 5) Sydney 10) Los Angeles
From (Countries)
1) London 6) Barcelona 1) USA 6) Switzerland
2) Stockholm 7) Paris 2) UK 7) Singapore
3) Berlin 8) Munich 3) Canada 8) France
4) New York 9) Sydney 4) Australia 9) Italy
5) Oslo 10) San Francisco 5) Germany 10) Sweden
40. GLOBAL TALENT SURVEY
WAVE IV
New partnership with Boston Consulting Group
(World leading strategy advisors)
Data tool, white paper, reports & country profiles
More focus on willingness, language capabilities
& permission to work abroad
Ability to export and save data
Launches in September 2014,
(Uranus will launch the survey results in Finland)
41. IN CONCLUSION
The world’s workforce is becoming more transient
Amazon’s “pay to quit” approach
The online recruitment marketplace continues to grow with pace,
Job boards are ideal to connect recruiters with active jobseekers
Globalisation of companies and their supply chain, continue to fuel
talent scarcity worldwide
International mobility is becoming crucial for some sectors in a growing
number of countries Worldwide
Register for the Global Talent Survey 2014 in September!