Presentatie Intelligence Group op 15 2012 op het Internationaal Recruiting Event van Recruiters United. Intelligence Group, zal een aantal highlights toelichten uit het onderzoek: Global Talent Mobiilty Survey:” What attracts the world’s workforce? “ Dit onderzoek is in 2011 verricht met data uit meer dan 66 landen en meer dan 162.000 respondenten. Het geeft recruiters en werkgevers wereldwijd inzicht in zaken als waar ze hun toekomstige talenten kunnen vinden en hoe ze deze kunnen binnenhalen in hun bedrijf of land.

1. THE HAGUE
The place to be for global talent
Conny Roobol, MSc

2. Which people do you think
are the most willing to move
internationally?

3. Higher international mobility

4. How long do you think people
are willing to stay abroad
(for work)?

5. Duration differs across continents

6. What are the most important
reasons for jobseekers to
move internationally?

7. Diversified reasons to migrate

8. Global Talent Mobility Survey (GTMS)
• Online survey
• 2006 – 2009 – 2011
• International labour force
• Current job and ambitions
• National and international job drivers
• Preferred countries, cities and employers
• Job orientation media
• Economic developments

9. Our partner – The Network
• An alliance of 49 job boards
• Active across 125 countries
• Network of global experts, local specialists

10. The GTMS – Wave III

11. http://www.globaltalentbarometer.com/about.php

12. Work to people
• An international recruitment strategy
• Concerns moving businesses to another country
• Concerns attracting local workers
Highly effective strategy in 4 situations:
• To strengthen your international profile
• To expand international activities
• To be closer to your target groups
• Less expensive staff in another country

13. How to attract local workers?
• Salary and career opportunities most important pull factors
• Great opportunity to position own company on foreign markets!

14. How to reach local workers?
• Online sources mainly used  High tech
• Corporate website very important  Recruitment Brand Experience
• One’s network, both online and offline, is very important  High touch

15. People to work
• An international recruitment strategy
• Concerns attracting foreign workers to come to you
• International mobility and duration of stay are important
Highly effective strategy in 4 situations:
• To fill in international positions in home country
• To realise growth potential
• Labour supply is insufficient
• International workers are less demanding

16. Main reasons to work abroad
• Reasons to move abroad are mainly career driven
• International jobseekers also want to extend their scope
• Starting point for Employer Branding

17. EVP’s: how to attract international
workers?
• Salary and career opportunities (inter)national pull factors
• Good terms of employer benefits and working atmosphere less important
for international workers
• Starting point for job marketing

18. How to reach international workers?
• High popularity of online job sources!
• Corporate website and search engines very important

19. Using global intelligence
for global employer branding

20. A GLOBAL
BRAND
WITH IMPACT

21. Ranking Global Attractiveness
To measure Global Employer Brand Attractiveness,
the following question is asked to the global
workforce:
Which companies would you like to work for
abroad?
• Globally 2.3 million people would like to work
for Facebook
• Global ranking of Facebook is 43
• Highest potential for Facebook can be found
in India.
• People who live in
India, Australia, Malaysia or Russia are twice as
enthusiastic about Facebook as the global workforce.

22. Global Mobility Drivers - Global EVP’s
• As global EVP there is a
great opportunity for:
‘Making change in the world’
• This pull factor drives
Facebook potentials three times
more than the average
global worker.

23. Who think its company is a
top-10 employer globally?

24. Top-10 employers of the world

25. Our Global Talent Barometer
• Easy-to-use tool for global recruitment solutions:
Visit www.globaltalentbarometer.com
• 5 filters to define your target group:
Country
Occupational area
Educational level
Work experience
Industry
• A graph will show you where you can find your talent!

27. Please read our publications
2006: 128 page International 2009: White Paper + case 2011: White Paper + case
Recruitment Manual study study

28. Would you like to learn more about
how to attract the best talent
in the world?