Global Recruiting

Manpower Group has released its fourth-quarter Global Employment Outlook survey results. Overall, global hiring is expected to remain steady in the upcoming quarter. Modest job gains are expected in 43 of the 44 countries surveyed. Large hiring surges are not expected anywhere in the upcoming quarter. Tariff negotiations and other changes among global trading partners are causing some challenges for employers. Other notable highlights from the survey are noted below. Read the rest of this entry »

Today’s post is from Nerissa Reyes from AVANTI People Partnership International in Manila, Philippines. Nerissa is the immediate past chair of the NPAworldwide board of directors. AVANTI People Partnership provides executive search and staffing for various multinational companies across functions. In the fast-growing “business process outsourcing” arena, AVANTI provides cross-border recruitment solutions on a global scale.

During a future of work conference, we were asked this question, “If you were a car, what type of car would you be?” The answers included traditional cars from the reliable Volkswagon Beatle to the flashy Lamborghinis. The best answer was a driverless car, an UBER type…the car of the future, enabled by satellite, reducing human intervention. Read the rest of this entry »

As the third quarter winds down, here are some global recruitment news headlines to start your week. Labor and skills shortages around the world are contributing to a variety of workforce changes from increased salaries to more freelancers to overall difficulty in hiring and retention. Skilled recruiters will be needed as employers are finding it increasingly difficult to find, hire, and retain the talent needed for their critical openings. Read the rest of this entry »

Our guest blogger today is Michael Neece, the CEO of InterviewMastery.com – the world’s most widely -used job interview prep program. Recruiters use these video programs to increase placements and save time. More than 54,000 people in 73 countries have used Interview Mastery to advance their recruiting businesses and careers. 

Traditional phone screen interviews are being invaded and replaced by the use (or misuse) of software technology. For better or worse, job applicants must now deal with technologies that further dehumanize the hiring process. As if the applicant tracking systems were not frustrating enough. Read the rest of this entry »

I have been catching up on some recruitment news and thought I’d share some interesting headlines from around the world.

Australia: Recruitment consultants struggling to hire recruitment consultants

Recruitment consultants are emerging as one of the hardest-to-fill roles in Australia. Rapid changes in the industry combined with high turnover mean there is a growing talent shortage for recruiters. A proposal to remove recruitment consultants from the Short-Term Skilled Occupations List would make it more difficult to hire foreign recruitment consultants. Indeed has identified recruitment consultants as the 17th-hardest job to fill in Australia, and nearly half of the 20 hardest-to-fill roles remain vacant after 60 days. Read the rest of this entry »

Last week I was at a conference of independent recruiters from around the world. It was a small meeting hosted by NPAworldwide in Larnaca, Cyprus but the attendees were from multiple countries including the US, Canada, Norway, the Netherlands, Germany, Belgium, France, Italy, Russia, the UK, Israel, Austria and the Philippines. The speaker was well-known industry influencer and forward thinker Ian Knowlson. He can be found at Selling Success or the specific site NPAworldwide Cyprus. Read the rest of this entry »

Today’s guest blogger is Eric Snethkamp, global channels & strategic alliances manager for SafeGuard World International. For nearly a decade, organizations around the world have relied on SafeGuard World for their global HR needs, specifically around payroll and employee compliance. SafeGuard World is an Alliance Partner of NPAworldwide.

Last year, 199,000 H-1B Visa applications were submitted by US businesses seeking to bring international talent to the US. Only 85,000 visas available, and 20,000 Visas are reserved for those with Master’s Degrees.

So, what are you to do as an employer if the talent you need falls into the category of the 100,000+ unsuccessful H-1B Visa applicants? Read the rest of this entry »

Today’s guest blog is courtesy of Monster. Chris Cho, CPO at Monster, recently shared his insights with HRTalk on major trends shaping the recruitment technology landscape, employer branding and AI-powered recruitment. HRTalk is an interview series conducted by HR Technologist, the world’s leading source of HR technology news, research, and expert views. Monster is an NPAworldwide Alliance Partner.

The war for talent is raging and you might just win if you have recruitment technology by your side.

What trends have you seen in recruitment technology and how specifically is Monster reacting to them?

This is one of the tightest labor markets we’ve seen in recent years – maybe even decades. The economy is strong and employment numbers indicate consistent, solid job growth. At the same time, we’ve got mismatches between talent and openings: We see high-skill fields like healthcare and technology struggling to fill openings. And other fields where there is a surplus of talent. Read the rest of this entry »

Manpower has released its quarterly survey data on the global hiring outlook for the upcoming quarter. In spite of the current geopolitical climate, employer confidence remains strong. Most survey respondents expect to add to their payrolls in the third quarter.

Some of the global hiring activities are highlighted below. Read the rest of this entry »

Global recruitment takes me to many conferences around the world. A topic that I am hearing more about is the selection process for recruitment clients and firm client mix. While many recruiters chase profits from any client willing to do business with their firm, other global recruitment companies are targeting the “right type” of client over just any client willing to accept their bid. Read the rest of this entry »