As we all know, technology continually changes. One area of change involves mobile media. Recently, I attended a comScore webinar entitled Mobile Future in Focus – Trends that will Shape the Mobile Industry in 2012 and Beyond presented by Mark Donovan, Senior Vice President Mobile of comScore.
While the webinar included information about mobile media around the world, its main focus centered around usage in the USA. Highlights include the following: Read the rest of this entry »
Almost a year ago, I blogged about a possible new global recruiting trend emerging regarding a preference for local candidates over ex-pats. Today, I read another report that seems to confirm the trend in Asia: Western ex-pats are no longer the “most desired” candidates for management positions.
Companies want to hire managers who have a deep understanding of the local cultural norms. In most cases, that means Asian natives who have been US- or European-educated. According to the article I referenced above, both Spencer Stuart and Korn/Ferry acknowledge that these highly desirable candidates are difficult to attract and retain. Read the rest of this entry »
Let me share a few headlines from some articles that are predicting the future of recruiting…
OK, I’m confused. If we were to believe every headline, it seems like the recruiting business is doomed to be replaced. It also seems that anyone that becomes the next best thing will be replaced by another next best thing! Read the rest of this entry »
Members of NPA’s global recruiting network are reporting that jobs are plentiful and clients are hiring. Some of our members are seeing activity levels on par with 1997-98, and many more are reporting activity at least back to pre-GFC.
How about your recruiting business? Are your numbers growing? Are you prepared to handle increased demand from your clients? Have you thought about: Read the rest of this entry »
Recently I read a blog post by Simon Sinek (author of the book, Start With Why) called Two, Not Three: Boost Sales by Offering Less. The post describes why a chain of shoe stores that appeared to have no competitive advantage consistently outperformed its competitors. The owner of the shoe store chain had learned that customers bought shoes if they had no more than two options. When a customer had to select between three or more options, the customer most likely would not make a purchase. Read the rest of this entry »
Recruiting is back! OK, we have all attended conferences and meetings over the past few years and the attendees put on brave faces. The comments were about how it took more time and effort to do a similar level of placements. There were even those quoting a percentage reduction in volume down from peak years of recruiting results. “I’m off 30 percent,” or “We did 60 percent of our prior best year in 2010.” Well, things have changed! Read the rest of this entry »
Today’s installment was submitted by Andy Gregory of CGP Network in Indianapolis, Indiana. Andy has been an NPA member since 2006. CGP network is a boutique recruiting firm focusing primarily in the areas of accounting and finance and also with the recruitment of manufacturing professionals.
(Reflections on the 2012 NPA Global Conference in Savannah, Georgia)
In one of America’s most historical and intriguing cities, a new spirit of NPA collaboration emerged – and it wasn’t the spirits encountered on the Haunted Pub Crawl. Like many of you – I lost traction in 2009 but suddenly in Savannah, SplitZone was very real to me – again. Read the rest of this entry »
Today’s installment was submitted by Julie Parsons of Premium Consulting in Brisbane, Queensland, Australia. Julie is a member of the NPA board of directors and an occasional guest-blogger. Premium Consulting is a boutique independent recruiting firm that provides professional and practical recruitment consulting advice specializing in retained recruitment, partial services, psychometric assessment and appraisals, outplacement and career counseling.
At some point, most recruiters or recruitment firms realize that in order to stay competitive and present a broad range of solutions to their clients, they need to go global. Some common excuses to avoid the work of creating a global firm include: “it’s too hard,” “that’s what franchises are for,” “franchises are so common, set up in every major city with multinational contracts.” Although each of these excuses have some merit, none of them should stop you in your global expansion tracks.
Try to set yourself above your competitors by keeping up on international market conditions and legislation. Your knowledge in these areas will be valuable in targeting where you want to expand and in what industries. One way to jump the international hurdle is to connect with like-minded firms throughout the world. A great place to start is through LinkedIn. Recruiters are pretty transparent on social media so they might be easier to find than you think.
Also, think about joining a network. There are obvious questions to ask as it relates to policies, operations and integrity before jumping into something like this, but if you’ve done your homework, your investment will almost certainly result in a positive ROI as well as global connections. NPA’s President, Dave Nerz, says “half of something is always better than all of nothing.” Yes, this statement may be a little cheesy, but he’s right. Could it be that the way to growing your reach is not through giant steps alone, but through half-steps with others recruiters like yourself?
What are some of the challenges you face with making your global footprint?
I had a wonderful opportunity to visit the UK last week for the Recruitment Agency Expo in London. I am going to generalize and we know generalization is dangerous, but what I found is that recruiting and the challenges seem to be similar in the UK to those that I see in the US. Here are some of the similarities I recognized during my brief introduction: Read the rest of this entry »