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7 Trends for Global Recruiting

A summary and interesting read from a paper written by Dave Nerz, the President of the NPA Network.


The future of global recruiting will undergo significant changes between now and 2020. The influences of technology, demographics, and the global business climate will shape the future of recruiting over the next 10 years. The following trends will define the future of global recruiting.


Trend 1: Job Search is Evolving

Technology is changing the nature of job searching by candidates. Job search is becoming more personal and social. Social network tools such as LinkedIn and Facebook are becoming important tools for recruiters to source candidates. Now days, the majority of jobs are found through network connections.


Trend 2: Business Moving to Low-Cost Markets

The global transition of manufacturing for high-cost markets to low-cost markets has been underway for years. This speed of this shift has exacerbated in the last 20 years. Traditionally strong manufacturing economies in North America and West Europe are shifting to Asia and other developing markets around the world. The talent to run these manufacturing organisations will need to move where the work is located. The talent shift will include jobs in the areas of engineering, production planning, logistics and quality.


Trend 3: Consumer Markets are Shifting

The fastest growing and largest consumer markets in the world are being redefined. What were once agricultural societies are becoming manufacturing-based and production –focused economies. By 2020, China has the potential to rival North America and Western Europe as the largest consumer economy. This means jobs for marketing and promoting consumer goods will shift as these markets grow.


Trend 4: Demographics

The ageing population in the western world is a known fact. As a result skill shortages will occur, especially in the math-based and science-related professions, at a time when established economies are in need of technical skill sets.
Generational changes will impact company loyalty, the length of time candidates remain in a job and the focus on work projects rather than a goal to be hired by a single employer for a lifetime.


Trend 5: The Changing Educational Landscape

Education is a factor in off-shoring. While numbers remain relative static in developed nations, Asia will produce an ever-increasing pool of doctoral talent. In countries like China, South Korea and Taiwan, the percentage of the workforce with a secondary education or better will increase from 10 – 20% in the next 10 years.


Trend 6: Company Structure and Brands are Global

The biggest and best companies are considering and reacting to global changes. Employees of such companies will shift their focus to international assignments. Company leaders will have experience from several global markets, not just the home country of an employer.


Trend 7: The Changing Nature of Work

We have moved from an agricultural society to a manufacturing-based work. We shifted to an information-based and serviced-focused economy. This shift is creating an “any time, anywhere, and in many ways” approach to work. We are no longer confined by a specific physical place where work must be accomplished.
These shifts allow work to be done from anywhere. Accounting and engineering firms offshore the time-consuming, process orientated and technically focused parts of their works to teams of people in India and China. These teams complete three shifts of work in the same time a North American based operation might only perform a single (eight hours) of work.