The Changing World of Global Recruitment
Written By Will Aldous | Mon, Feb 10, 2014
The world of global recruitment continues to change at a rapid pace. Recruiters are relying more and more on social professional networks to source candidates and in competitive fields qualified candidates are often not found within the limits of one’s own country. It is for this reason that global recruitment can be a crucial part of hiring the best talent for your business. Understanding skilled migration into Australia is critical (457 visa, 187 RSMS visa, 186 ENS visa, Standard Business Sponsorship, business visas and general migration services). Advancements in technology allows interviews to be conducted just as you would with domestic candidates. Offering to assist with relocation and offering advice in regards to accommodation can make the transition less stressful. International hires bring the ideas and concepts of their native country to your business allowing for greater diversity of thought.
The well-documented talent shortage continues even though there is no shortage of local candidates, there is often a shortage of appropriately qualified local candidates. Recruiters and HR Professionals are having to develop a new set of skills to enable them to effectively tap into international talent markets – some pointers are listed below:
• Get ahead of the curve – research the Next 11 - Former Goldman Sachs Chairman and the man who first identified the BRIC, Jim O’Neil has identified the next wave of emerging economies, naming them the N-11. These are: Bangladesh, Egypt, Indonesia, Iran, Korea, Mexico, Nigeria, Pakistan, Philippines, Turkey, Vietnam. This is where employers should go if they want to get ahead of the curve and find top talent. These countries are potentially the next in line to become economic powerhouses. The criteria used by Goldman Sachs included the stability of the countries’ politics and fiscal and monetary policy. Also considered was the amount of trade barriers each country imposed. Quality of education in each country was another key factor.
• Tailor your social-media recruitment strategy to the local market you are trying to tap into – LinkedIn, Facebook and Twitter might be popular in Australia, USA and Europe but what is working in Brazil? You must engage with the preferred social networking channel within the market you are trying to source from.
• Attract and retain Gen y workers (Born after 1990) A study by The World Economic Forum into the future of manufacturing has identified that there is a global talent crisis in manufacturing and in Europe there is a growing skills gap in the STEM disciplines of Science, Technology, Engineering and Manufacturing. The research has shown that the STEM disciplines are becoming increasingly less attractive to Generation Y workers who will be the largest population group to join the workforce since the arrival of the Baby Boomers. The proportion of Gen Y talent as a percentage of the working population is set to increase dramatically throughout the BRIC countries. Forward thinking multinationals wanting to recruit in BRIC markets will be looking to develop talent strategies that attract and retain Gen Y workers. The best way to do this is to stay ahead of the technology curve and also to promote the availability and opportunities as an attraction, retention and engagement tool – gen y rate themselves as “tech savvy”.
For more information, contact TSS Immigration, where our specialized Offshore Recruitment team, Immigration Solicitors and Registered Migration Agents can provide advice on your specific situation.
TSS Immigration (03) 9421 1020
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