International recruitment: how to recruit the best talent in the world

Recruitment at Intelligence GroupWhere and how to attract the best talent in the world?

Lunch: September 18th 2012, Rotterdam

Feedback and more…

Would be glad to talk further on matters in how we could

Be your partner and provide her with global strategic

recruitment intelligence (or data for internal purposes).

Thank you for your time and any feedback would be highly

appreciated

Geert-Jan Waasdorp

Global Recruitment Intelligence Consultant

Founder of Intelligence Group

[email protected]://www.intelligence-group.nl/en/home

mailto:[email protected]

http://www.intelligence-group.nl/en/home

“We had the globalization of trade, we had the globalization of capital, and now we have the globalization of talent.”

Agenda

• Introduction• Why recruit international?• Two international recruitment strategies• How to recruit the best talent in the world• Final word

Introduction

Ambitious to become the global leader in recruitment intelligence

• Fully specialized in recruitment intelligence and global mobility

• Worldwide talent, from graduates to experienced hires, from blue- to white-collar workers (inclusiveness and diversity)

• Recruiting people with own nationality in foreign countries (sea turtle recruitment)

• Focusing on hubs, clusters and areas

Global recruitment intelligence

1. Global Talent Mapping-Insights where to find talent and how to recruit them most effective

2. Talent pool Insights- Talent and talent pool profiling

3. (local) Recruitment marketing intelligence- What defines local markets and how to recruit in these markets- Data for global recruitment strategy

4. How to recruit international mobile workers- What motivates international workers and how to recruit them

- Relocation information5. Global Employer Branding/Define EVP’s

- Global visibility and global attractiveness- For employers, but also for countries and cities

6. Research based consultancy- Global insights and competitive intelligence to attract talent

Why recruit international?

• To uphold the international profile of the company and its business

• To enable growth (on a global scale)• To obtain the desired skills and talent• To meet a shortage on the local labor market• To reduce costs

Biggest challenges

• Cultural and language differences• Locating and targeting talent• Legislation• Difficulty in checking qualifications and references • Speed of processes• Costs• Different recruitment practices• Different pay levels• Lack of knowledge• Internal guidelines• …

People to work

Work to people

Local education

International traineeship

Global employer branding

Global recruitment strategy

Global

Local

Em

ploy

er B

ran

ding

Buy Make

Sourcing

Strategic choices

Choice depends on

• Business objectives • Time: short or long term, temporary or fixed• Numbers• Importance: ‘critical’ and ‘the best talent’

Work to people

• Investigate local markets– Labour economics and developments– Size of your talent pool– (Regional/national) competition– Benefits – Potential partners

• Make a comparison (benchmark)• One global strategy

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How to recruit the best talent in the world (people to work)?

Step 0: Know your strategic choices

Step 1: Locate your talent

Step 2: Identify your talent

Step 3: Define your EVP’s

Step 4: Start recruiting

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Step 1: Locate your talentDefine your recruitment areas

1. One specific country

2. Two till five specific countries

3. > Five

4. The world

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Talent mapping

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Interviews ATS analyses

Global Talent Barometer Web analytics (internal & external)

Analyses from het ATS (heatmap)

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Global Talent Barometer

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http://www.globaltalentbarometer.com/

Localise (globally)Master+ Bio with connections in NL

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Tehran Bangalore Athens Stockholm New Delhi London Shanghai Thessaloniki Pune Leuven Beijing Istanbul MadridDhaka Belgrade Chennai Uppsala Singapore Izmir…

Companies most in need of Master+Bio in NL:

1. VUmc 2. LUMC 3. Tennet 4. AkzoNobel 5. UMCU

22% of the demand comes from Leiden65% is living in the Randstad (Bio Science)

Source: Webanalytics en ATS gegevens geplot in een ‘heatmap’. Bewerking iG! 2012

Employer Brand IntelligenceCompany x

Are you where your talent is (gap-analysis)?How effective are your recruiting channels?How visible and attractive is your employer brand?

Step 2: Identify your talent

Numbers and quality of

- Countries, areas, hubs or cities;

- Competitors;

- Universities and schools.

& • Willingness to work at your company, within your

(economic) area, city or country• Contract preference

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Reaching, attracting and actually movingGlobalTalentBarometer.com

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Integrate all data:Recruit the best talent in the world

Tehran Bangalore Athens Stockholm New Delhi London 0%

2%

4%

6%

8%

10%

12%

14%

16%

5%

9%

4%

2%

7%

6%

3%

0%

12%

3%

1%

5%

2%

1%

15%

3%

4%

1%

6%

2%

7%

6%

1%

6%

11%

1%

7%

2%

1%

4%

Hubs in the world Traffic on our site Applicants Hires Quality

Step 3 and 4: Recruitment strategy1. Who comprise your target group? WHO1. How mobile are your candidates? WHICH2. Where do they live? Where do they want to go to?

2. Why shall they choose you?3. Country marketing WHAT4. Employer branding WHAT

3. What is important in their search for a job?5. Job marketing WHY

4. Which recruitment channels do they use? WHERE6. Media strategy WHEN

The Case

• Big Dutch financial concern is looking for financial specialists

• It concerns a period of at least 2 years

• There are no restrictions on the amount of candidates needed in first instance

• Focus on a maximum of 3 countries: Germany, Belgium and Italy

Identify the target group

Target group: 73% of financial specialists is willing to work abroad.

- 93% from Belgium- 78% from Germany- 62% from Italy

Core characteristics:• 53% is male;• 60% has more than 10 years of work

experience;• 48% prefers a temporary contract of 12

months or longer;• 16% wants to stay for 2 years; 64% wants to

stay for more than 2 years.

Global Talent Mobility Survey© 2011, Intelligence Group

How popular is the Netherlands?

• Preference for the Netherlands• Belgian people: 28% • German people: 33%• Italian people: 26%

• They prefer on average 7,9 countries

• The Netherlands hold the 8th position (on average)

Position of the Netherlands as indicated by potential candidates


Type of international workers

Identify the target group

0%

10%

20%

30%

40%

50%

60%

10%

31%

52%

7%15%

55%

17%13%10%

37% 39%

14%

Belgium Germany Italy


Country Marketing & Employer Branding

Better climate

Making change in the world

Bad economic situation in own country

Start up a new life

Meet new people/build a new network

Learn a new language

To have a better standard of living

Starting an international career

Get to know different cultures

Acquiring work experience

Challenging oneself

Better career opportunities

Opportunity to broaden experience

0 50 100 150 200 250

Italy

Germany

Belgium


Job Marketing

Company has an expat program

Company pays for the relocation costs

Responsibility

Good reputation of the company (in my own country)

Fit with personal ideals

International orientation of the company

Location of the company (city, country)

Good opportunities to communicate in English

Good work/private life balance

Permanent Contract

Challenging job

Good working atmosphere

Good terms of employment/benefits

Good career opportunities

Good salary

0 50 100 150 200 250 300 350

Italy

Germany

Belgium


Define your EVP’s


Country Marketing

International hub

Many (job) opportunities

abroad Stable economy

Gateway to an international career

Better job perspective

USP's of the organisation

International organisation

In the proximity of Germany

Reliable

Expat program

Job Marketing

Responsibility Work/life balance Challenging job

Permanent contract Opportunities

Entice-me message

Start your international career

International career close to home country

Opportunities for a better life and

career


Step 4: Recruiting

International media:

> active jobseeker, globally oriented

National/regional (domestic) media:

> passive jobseeker, nationally oriented


Active jobseeker, globally oriented


International jobs websites 65% 35% 61%Search Engines 46% 48% 59%National jobs websites 42% 33% 27%Corporate website of the company 42% 45% 46%Foreign Recruitment Agencies 37% 14% 36%People I know 34% 33% 27%Online Communities/Social Media 24% 18% 36%International newspapers 15% 11% 16%International magazines 8% 8% 13%Local embassy of your destination country in your homeland

4% 4% 9%

Embassy of your home country in the destination country or city

4% 4% 10%


Passive jobseeker, nationally oriented

Belgium Germany ItalyJobs websites 91% 63% 87%Company website 55% 59% 35%Recruitment consultancy 50% 38% 36%Speculative application 41% 41% 47%Personal network 38% 35% 30%Online Communities/Social Media 34% 31% 26%Search Engines 33% 43% 43%National/regional newspaper 29% 36% 21%Job fair or other career event 29% 22% 7%Company presentation or open day 21% 10% 7%Professional journal/magazine 21% 15% 17%Local newspaper 20% 38% 15%In-store advertising 7% 8% 11%School 7% 8% 4%


International, German jobseeker

Recruitment channels:• Focus on Internet and print

• Job boards and search engines• Relative importance of the network

• Social Networks, XING and LinkedIn• Referral

• Less dependent on recruitment agencies/third parties

Recruitment titles:• Monsterboard.de and Stepstone.de• Jobscout.de, jobpilot.de• FAZ (Frankfurter Allgemeine Zeitung)• Junge Karriere• cfo.com, karriere.de, ftd.de, web.de,

handelsblatt.de

How to recruit the best talent in the world?

• The best talent requires the best preparation• Know where your talent is• First identify, then start recruiting (instead of the

other way round as we use LinkedIn)• Focus and target• Think of an active and reactive strategy• If you pay peanuts…..you still got the wrong

talent

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International recruitment: how to recruit the best talent in the world

Career

Transcript of International recruitment: how to recruit the best talent in the world