Brazil's time has come! Brazil is emerging, so more and more companies are moving to Brazil. As a result we already see a shortage of talent in Brazil developing. Recruiting in Brazil is getting more difficult and recruiting to Brazil a interesting option. This presentation shows how to recruit to Brazil. What makes Brazil globally attractive and how to recruit in Brazil. To be successful in Brazil you have to know your facts and know your recruitment intelligence. Brazil’s time has come….don’t miss it.

2. Ranking Global Attractiveness
To measure the Global Attractiveness of different
countries, the following question is asked to the
international mobile workforce:
Which countries would you consider
working in abroad?
• Globally 199 million people would like to
work in Brazil.
• Brazil is globally ranked 22th.
• Brazil is most popular in:
• Panama 6th position
• Ivory Coast 7th
• El Salvador 8th
• Guatemala 8th
• France 11th
Source: Global Talent Mobility Survey 2011

3. Much global competition
On average, the global workforce prefers 7,8 countries to work in. Potentials for Brazil prefer -on average-
15,5 other countries. The competition on the global labor market is high and very divers for Brazil. The
biggest competitors are the English speaking countries like the USA, UK, Canada and Australia. In volume
and similarity we see Portugal (due to the historical connection) and emerging markets like Russia, South
Africa and China. In similarity we see countries from the same geographical area like El Salvador and
Panama and the more ‘adventurous’ countries in Africa.
Source: Global Talent Mobility Survey 2011

4. Global potential Brazil
50% of the labor potential of
Brazil lives in India and China
The most labor potential
(in volume) for Brazil lies in India.
A quarter of everybody that wants to work
in Brazil lives there, followed by
China (24%) and the USA (13%).
Portuguese love Brazil
Brazil is six times more popular with
Portuguese than average. Brazil is
more than average popular in the
USA, Canada, Guatemala and
Ivory Coast.
Source: Global Talent Mobility Survey 2011

5. Popular industries & occupations
Source: Global Talent Mobility Survey 2011

6. Characteristics potentials for Brazil
Source: Global Talent Mobility Survey 2011

7. Mobility drivers to Brazil
Country Value Drivers (CVD)
The most import reason for the global
talent that wants to work in Brazil is
the ‘opportunity to broaden experience’,
followed by ‘better career opportunities’
and ‘challenging oneself’.
Looking at the country value drivers to
Brazil, it’s notable that - in general -
more than average all kind of drivers
are mentioned. Only ‘to have a better
standard of live’ scores less.
Ambitious and focused on career
The overall view that appears is that people
wanting to go to Brazil are ambitious and
focused on work and career. Elements as getting
a better standard of living, culture, language and
‘starting a new life’ are not the main drivers.
Source: Global Talent Mobility Survey 2011

8. Top-10 relocation information
Talent that is interesting in Brazil, has more need (+15%) for information,
than the global average. They make a calculated choice for a country and
a company. For Brazilian companies who like to attract talent on the
global market, it’s important to share full information
with their potential talent.
The most important information is
about housing and living.
64 Percent of Brazilians talent
requests information about
the standard of living,
followed by accommodation (61%).
A online community and a special
section on the website for foreigners
is least needed.
Source: Global Talent Mobility Survey 2011

9. Preferred cities and employers attractive to
Brazillians potentials
Source: Global Talent Mobility Survey 2011

10. To stay for a long time
More than three quarters of the potential talent
prefers a fixed contract,
followed by a temporary contract of
12 months or longer.
That’s a logical result of the question:
How long are you willing to stay abroad?
Almost half of the talent (43%) wants to stay for
5 years or more. Only 11 percent is looking
for a challenge for 1 year or less.
A temporary contract of flexible contract
through a temporary agency would be a great
Solution for this group.
Source: Global Talent Mobility Survey 2011

12. Career > employer brand
We asked Brazilians
“Which factors are important to you in your next job?”
The number one choice is ‘good
career opportunities’, followed by ‘good
salary’ and ‘good working atmosphere’.
In comparison to the global workforce,
are Brazilians more focused on ‘career
opportunities’, ‘challenge of the job’,
‘responsibility and skilled managers’.
Their scope is on the future, with important
other motivators as ‘good salary’ and
‘good working atmosphere’.
Interesting to see is that, in comparison
to other countries, ‘good education’,
‘variation in work’, ‘employer benefits’,
‘international scope’ and the ‘employer
brand’ is less important.
Brazilians prefer a career
over an employer brand.
Source: Global Talent Mobility Survey 2011

13. Number 1 recruitment channel: internet
We asked the Brazilian workforce “Which sources would you use when looking for a new job?”
The most used recruitment channel in Brazil are jobs websites, followed by the ‘company
website’. Those two channels dominate the landscape of recruitment channels.
Also online communities score more than average,
in comparison to the global average.
It’s remarkable that search engines score less
than average, because the internet adoption
as recruitment channel in Brazil
is high.
In comparison to the global average,
Brazilians still use papers to look for
a new job. Also their personal network
scores high.
Jobfairs and career events
Stay behind in comparison
to the global average.
Source: Global Talent Mobility Survey 2011

15. Global attractiveness Brazil
Brazil is hot, emerging en climbing on the global ranking of popular countries to work in.
Number 22 globally and a total of 199 million people of the global workforce wanting to work in Brazil.
The global completion is high and divers. Brazil is considered among more than 15 other countries.
Main competitors are the English speaking countries, other emerging markets, the regional area
and the more ‘adventures’ countries. Half the global potentials for Brazil live in India and China.
What combines talent that wants to work in Brazil, is that they are ambitious and primary focused
on work and career.
For international recruiting companies in Brazil, it is important to be open and complete with
information and to give much attention to important relocation information.
Rio de Janeiro and São Paulo are important cities that attract global talent. These cities should
be visible in the promotion of Brazil.
Brazil’s star is rising. With a good organization of the World Soccer Championship and Olympics,
Brazil will be more top of mind, more a primary choice and get even a sharper global profile.
Brazil’s time has come….

16. Curious in your country?
I have put this presentation online to get in contact with
everybody who wants to know more about:
Global recruiting
Global labor city profiling/marketing
Global labor country profiling/marketing
Global employer branding (EVP)
Global recruitment intelligence
Please follow me or contact me:
Geert-Jan Waasdorp
Global Recruitment Intelligence Consultant
Founder of Intelligence Group
http://nl.linkedin.com/in/waasdorp
@waasdorpigi
Geert-Jan@intelligence-group.nl
More information about the data, look at:
http://www.intelligence-group.nl/files/51113/GlobalRecruitmentIntelligence.pdf

17. Countries we all know about:
• Algeria
• Australia
• Austria
• Bahrain
• Belarus
• Belgium
• Bosnia
• Brazil
• Bulgaria
• Cameroon
• Canada
• China
• Croatia
• Czech Republic
• Denmark
• East Africa
• Egypt
• El Salvador
• Estonia
• Finland
• France
• Germany
• Ghana
• Greece
• Guatemala
• Hungary
• India
• Indonesia
• Ireland
• Israel
• Italy
• Ivory Coast
• Jordan
• Kazakhstan
• Kenya
• Kuwait
• Latvia
• Lebanon
• Lithuania
• Luxemburg
• Malaysia
• Morocco
• Nigeria
• Norway
• Oman
• Panama
• Philippines
• Poland
• Portugal
• Qatar
• Romania
• Russia
• Saudi Arabia
• Serbia
• Singapore
• Slovenia
• South Africa
• Spain
• Sweden
• Switzerland
• Tunisia
• Ukraine
• United Arab Emirates
• United Kingdom
• USA
And much more…

18. Cities we all know about:
• Abu Dhabi
• Adelaide
• Amsterdam
• Antwerp
• Athens
• Atlanta
• Auckland
• Bangkok
• Barcelona
• Basel
• Beijing
• Bergen
• Berlin
• Bern
• Birmingham
• Bordeaux
• Boston
• Brisbane
• Brussels
• Budapest
• Buenos Aires
• Caïro
• Calgary
• Canberra
• CapeTown
• Chicago
• Cologne
• Copenhagen
• Dallas
• Doha
• Dresden
• Dubai
• Dublin
• Düsseldorf
• Edinburgh
• Estocolmo
• Florence
• Frankfurt
• Geneva
• Glasgow
• Gothenburg
• Graz
• Hamburg
• Helsinki
• HongKong
• Houston
• Istanbul
• Jakarta
• Jeddah
• Johannesburg
• Kiev
• Kraków
• Kuala Lumpur
• Las Vegas
• Lausanne
• Lisbon
• Liverpool
• Ljubljana
• London
• Los Angeles
• Luanda
• Luxemburg
• Lyon
• Madrid
• Málaga
• Manchester
• Manila
• Marseilles
• Melbourne
• Miami
• Milan
• Minhen
• Monaco
• Montreal
• Moscow
• Mumbai
• Munich
• New York
• Nice
• Ontario
• Oslo
• Ottawa
• Paris
• Peking
• Perth
• Prague
• Quebec
• Riga
• Rio de Janeiro
• Rome
• Rotterdam
• Salzburg
• San Diego
• San Francisco
• San José
• San José de Costa Rica
• San Salvador
• Santiago
• São Paulo
• Seattle
• Seoul
• Shanghai
• Singapore
• Sint Petersburg
• Sofia
• Stavanger
• Stokholm
• Stuttgart
• Sydney
• Taipei
• Tel Aviv
• Tokyo
• Toronto
• Toulouse
• Turin
• Valencia
• Vancouver
• Vantaa
• Venice
• Vienna
• Vilnius
• Warsaw
• Washington DC
• Wellington
• Zagreb
• Zürich
And much more…

19. Companies we all know about:
• GE
• ABB
• Accenture
• Adidas
• Alstom
• Amazon
• Apple
• AT&T
• Audi
• BASF
• Bayer
• BBC
• Blizzard Entertainment
• BMW
• Boeing
• Bosch
• BP
• Chevron
• Cisco
• Citigroup
• Coca Cola
• Credit Suisse Group
• Daimler
• Danone
• Dell
• Deloitte
• Deutsche Bank
• DHL
• EADS Airbus
• Ericsson
• Ernst & Young
• Exxon
• Facebook
• Ford
• Gazprom
• General Motors
• Goldman Sachs
• Google
• Halliburton
• Heineken
• Henkel
• Hilton
• HP
• HSBC
• IBM
• Ikea
• Intel
• JP Morgan
• KPMG
• Loreal
• Lufthansa
• Maersk
• McKinsey
• Mercedes
• Merck
• Microsoft
• Nestle
• Nike
• Nokia
• Novartis
• Oracle
• Orange
• P&G
• Pfizer
• Philips
• Porsche
• PwC
• Roche
• Samsung
• SAP
• Schlumberger
• Shell
• Siemens
• Sony
• Starbucks
• Telefónica
• Texas Instruments
• Total
• Toyota
• UBS
• UN
• Unilever
• Vodafone
• Volkswagen AG
• Volvo
• Walmart
• Yahoo
And much more…