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How to find employees in Romania and What motivates them?

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How to find employees in Romania and What motivates them?

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Pendl Piswanger (P&P) Romania is affiliated to InterSearch, a worldwide executive search firm with more than 100 offices in 50 countries and to SeniorManagementWorldwide, leading interim management provider with global presence as well.
For more information please visit our websites at www.ppromania.ro or www.ro.intersearch.org
With a presence of 40 years in CEE and 25 years in Romania we are totally committed to our clients who gain competitive advantage by hiring great people. To maintain our competitive advantage, we operate across all major industry sectors, learn, diversify permanently and avoid specialization by limiting our client portfolio in a particular industry.

Pendl Piswanger (P&P) Romania is affiliated to InterSearch, a worldwide executive search firm with more than 100 offices in 50 countries and to SeniorManagementWorldwide, leading interim management provider with global presence as well.
For more information please visit our websites at www.ppromania.ro or www.ro.intersearch.org
With a presence of 40 years in CEE and 25 years in Romania we are totally committed to our clients who gain competitive advantage by hiring great people. To maintain our competitive advantage, we operate across all major industry sectors, learn, diversify permanently and avoid specialization by limiting our client portfolio in a particular industry.

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How to find employees in Romania and What motivates them?

  1. 1. How to find employees in Romania and what motivates them?
  2. 2. Agenda Engage & retain Current trends in the labor market Challenges RECRUIT & RETAIN • What is the best way to find employees in the current climate? • How to structure job adds to be appealing for potential candidates? 2. How to thrive in current labor crisis and attract high quality candidates? • What to offer employees to keep them from leaving? • Is money the only motivator, or even the main one? 3. Effective strategies to retain high quality employees • Online Job Search Engines vs. Head Hunting? • Is print dead or does it work for specific jobs? • What other ways are there? 1. Current trends in the labor market
  3. 3. Present and future Current trends in the labor market • Current trends in the labor market • Online Job Search Engines vs. Head Hunting? • Is print dead or does it work for specific jobs? • What other ways are there?
  4. 4. How work is changing
  5. 5. New models of work
  6. 6. Move from “vertical people management” • I know what is best for you • I decide who gets what information • I manage people • I decide what is YOU need to learn • Controlled internet and data access • Knowing is power • Firewall • A job is given and I am managed by a boss • I own property To “horizontal distribution of work” • I decide what is best for me • Information is available to everybody • We all distribute work • I decide what I want to learn • Internet neutrality • Sharing economy, zero marginal costs • Internet of things • Work is available, distributed on platforms and managed by teams • Property is shared / sharing economy The future of work – from managing employees to leading work
  7. 7. How to Hire Each Generation - Employment worldwide by 2025, by generation Current trends in the labor market 6% 35% 35% 24% 0% 5% 10% 15% 20% 25% 30% 35% 40% Baby Boomers Generation X Generation Y Generation Z Share of employees
  8. 8. Baby Boomers •Born: 1946 to 1964 •They account for less than 20% of the global labor force and will remain ~6% by 2025 •Characteristic Traits: Ambitious, loyal, work- centric •Work Style: Self-reliant, practical, goal-oriented •Motivate with: New experiences to avoid stale routines Generation X •Born: 1965 to 1980 •They account for more than 35% of the global labor force and are on track to be surpassed by Millenials by 2025 •Characteristic Traits: Balanced, entrepreneurial, individualistic •Work Style: Independent, autonomous, meritocratic •Motivate with: Flexibility for obligations like parenthood Generation Y (Millennials) •Born: 1981 to 1995 •They account for more than 15% of the global labor force and are on track to comprise 50 percent of the workforce worldwide by 2025 •Characteristic Traits: Avid, hearty, searching •Work Style: Inquisitive, responsive, collaborative •Motivate with: Acknowledgement through greater responsibility Generation Z (Post- Millennials) •Born: After 1996 •They account for another 3 percent of the global workforce, but they make up more of the global population (25 percent) than any other generation. By 2020, they will be out of school, making up 20 percent of the global workforce right behind Millennials. •Characteristic Traits: Young, social, innovative •Work Style: Flexible, structured, transparent •Motivate with: Education to build careers How to Hire Each Generation - the two youngest generations together will compose nearly 70 percent of global employees within the next five years
  9. 9. Baby Boomers •48,4% of clicks come from mobile •In search, they are more active in the mornings •They prefer jobs closer to their home town •They show interest in more traditionally jobs, manufacturing, logistics, etc… •Many of the occupations in which Baby Boomers show interest receive lower interest from Millennials. This trends may result in talent shortages as they leave the workforce Generation X •71,3% of clicks come from mobile •In search, they are more active in the evenings •They prefer established hubs such Bucharest, Timisoara, Sibiu, Brasov •They make great candidates for the roles Baby Boomers will soon retire from. •They search more than millennials do in Computer and MINT occupations and they are equally tech savvy. Generation Y (Millennials) •73,4% of clicks come from mobile •In search, they are more active on Monday mornings •They prefer large urban areas such Bucharest, Cluj, Timisoara, Iasi •Millennials are the most educated generation in history which leads them to search for jobs in highly skilled occupations. •Despite the stereotype of Millennials’ sense of entitlement, they click less on Management jobs than older generations. •But, because of their desire to derive greater meaning for their jobs, they click more on Community and Social Services occupations. How to Hire Each Generation - where they search, when and what
  10. 10. Online Job Search Engines vs. Head Hunting? Benefits Current trends in the labor market Online Job Search • Low cost • Reach a wider audience • Speed • Measurability • Ease of use • Longevity Head Hunting • Recruiting the best profiles • Enhance your pipeline for a role. • Very precise targeting • Discretion and anonymity • Network
  11. 11. Online Job Search Engines vs. Head Hunting? Disadvantages Current trends in the labor market Online Job Search • High Volume of Responses • Expense • Impersonal • Too Many Options • Quantity over quality Head Hunting • Higher Fees • Upfront Retainer • Executive Firms are “External”
  12. 12. Online Job Search Engines vs. Head Hunting? Which one to choose? Current trends in the labor market Online Job Search when: • Jobs hires are not very specialized • Need to hire quickly • Need to hire volume • Need to reduce recruiting costs Head Hunting when: • Scarcity of candidates in the market • Position is of such importance that only the best available is required, • Multi country search • Position is hard-to-fill, • Confidentiality is required • Need to diversify • Particular nationality or language is required to make an impact.
  13. 13. Market’s challenges Challenges
  14. 14. One in four employers says filling skilled trades roles is harder this year than last Challenges
  15. 15. Why employers can’t find the talent they need Challenges
  16. 16. What employers can do to attract the talent they need • Do smarter searches • Focus on the candidate’s needs • Avoid biases in recruiting • Rely on network and power of referrals • Find the candidates who are stuck in their career • Avoid pushing higher offers than the market benchmark unless desperate • Consider your audience • Focus on timing - https://www.oberlo.com/blog/best-time-post-social-media • Shorten your recruiting process • Innovate, innovate, innovate: https://textio.com/; https://wonderkind.com/ • Social media recruiting / super targeting job ads (retargeting , geo-targeting) • Employer review sites
  17. 17. 10 Best channels for recruiting top talent 1. Employee referrals. Tips: Offer rewards and/or recognition (monetary rewards are best) to employees who refer successful hires for your openings 2. Company website. Tips: Incorporate a button on the homepage that would take the website visitor to career opportunities/vacancies. 3. Social media and professional networks. Tips: LinkedIn dominates among online professional network options to find prospective hires but it would do well to incorporate social media platforms like Facebook and Twitter Instagram, Pinterest too in your recruitment efforts. People Search is also useful 4. Internet job boards & job aggregators: Bestjobs, ejobs, hipo, Smartdreamers, Indeed, Carrerjet.ro, Findjob.ro; HiringSolved, Hired, ZillionResumes, Recruit’em but also specialized websites such: Github, Jobinmarketing.ro, Portfolios.ro, posturi.gov.ro 5. Internal recruitment 6. Recruitment agencies / Headhunters 7. College and university recruitment programs (also students associations) and Labor Agencies 8. Company internal candidate / ATS database 9. Local journals/print newspapers / billboards 10. Local Radio advertisements
  18. 18. What employers can do to attract the talent they need Challenges • Be Clear About Core Values, instead of highlighting perks • Show Talent You Care About Their Growth • Promote (and Live) a Work-Life Balance • Boomerangs as Former employees are called—are a notable category this year for several reasons. • Job ads are not job descriptions. A job ad sells the job & the company / a Job description describes job internally https://www.canva.com/templates/announcements/job-vacancy/
  19. 19. Job ads – Do’s Financial Planning Manager Dr. Pendl & Dr. Piswanger Romania Bucharest > Romania Banking & Financial Services > Financial Planner € 60,000 + Meal Tickets + Medical Insurance • Leadership opportunity in high performance finance team • A dynamic team culture where staff produce excellent results Partner with key retail stakeholders and provide high quality analysis to drive performance and grow profitability in an iconic Romanian bank. The Role As the Financial Planning Manager reporting directly to the chief Financial Officer, you will: • Drive the budgeting and forecasting process • Liaise with Business Unit Managers to drive process improvements • Review existing systems and recommend changes • Support the CFO and CEO on major projects Skills & Experience The successful applicant will be a CA/CPA qualified accountant who has: • Proven experience in a senior finance role • Ability to develop meaningful FP&P reporting and detailed analysis • A track record of driving the planning function in a large complex business • Proven experience in business partnering at a senior level • Experience in a bank industry would be an advantage What’s on offer • A fantastic opportunity to join a well-know financial brand • A leadership role within a highly respected finance team • Access to personalized development plans and real opportunities for career progression How to apply Does this sound like you? Please click the ‘Apply’ button below. We welcome resumes or / and recommendations at office@ppromania.ro mentioning Reference FPM0419 in the subject of your e- mail till latest 30.04.2019. Simple and relevant job title – likely to appear in a candidate’s search terms. Shows location of the role Identifies a company highlight Demonstrates a key candidate benefit Addresses core focus of the position Short, punchy statement that outlines what the successful candidate will do Salary and benefits are clearly defined Includes company or recruiter logo to promote brand Each task begins with an active word to help candidates connect to the role Tasked-based descriptions help candidates assess what’s required to the role With 64% of ads viewed on mobile, bullet points improve readability and highlight key requirements of the role Avoids use of ‘x-years experience’ – this may deter quality talent outside the experience bracket or up-and-coming talent Clearly states required qualification and uses common acronyms likely used in a keyword search Clearly showcases key selling points and culture of the organization to attract the right candidates List is limited to ‘must-have’ skills and experience to broaden talent pool Includes full contact details of the employer
  20. 20. Job ads – Don’t do’s Financial Planning Manager Due to an internal move an outstanding opportunity has arisen for a passionate Financial Planning Manager/ Senior Accountant to join this high profile finance team. Working as part of a dedicated and high performing team you will take ownership of the following tasks: • Budgeting & forecasting process • Driving process improvement with unit managers • Developing monthly investment reports • Management, financial and tax reporting • Staff management The successful applicant will demonstrate the following skills and attributes: • + 10 years’ experience in a senior level role • CA/CPA qualified • Big 4 or 2nd Chartered experience • Strong financial reporting experience gained in an ASX listed environment • In addition to technical skills you will possess outstanding verbal and written communication skills and be comfortable building and maintaining senior level relationships across both finance and the business • Experience training, developing and mentoring staff within your team. Apply today and don’t miss out on this rewarding opportunity. Only WORD FORMAT resumes will be accepted. Does not include key selling points to attract candidates to read on Does not use active words to connect with candidates Provides generic task-based role items – missed opportunity to stand out from similar job ads Does not provide description of the organisation No company or recruiter branding – missed opportunity to promote brand Including years of experience, witch may exclude or deter candidates Does not use sub-headings making it hard for candidates to scan the key information Too many bullet points (recommended limiting to six key ‘must haves’) Intimidating selective criteria may narrow talent pool Does not include information about company culture or benefits of the role Bullet points exceed the recommended length (65 characters)
  21. 21. Effective strategies to retain high quality employees Engage & retain 1. Salary And Benefits Must Be Competitive 2. Hire The Right Person At The Start & be true and transparent 3. Reduce Employee Pain 4. Have Leaders, Not Bosses 5. Keep An Eye On Your Managers 6. Offer valuable learning opportunities. 7. Make advancement possible. 8. Create a positive work environment
  22. 22. It is only money? NO Engage & retain
  23. 23. It is only money? NO Engage & retain Although financial incentives such as performance-based cash bonuses and base pay increases have been found to motivate employees, there are many other more powerful motivators to consider besides money: • Purpose. • Autonomy. • Challenge. • Growth. • Inclusion. • Belief. • Encouragement. • Recognition. • High expectations.
  24. 24. Dr. Pendl & Dr. Piswanger | InterSearch Romania Ana Ber • Global reach. Local Impact. • 1980 – Dr. Pendl & Dr. Piswanger International (P&P Group), Vienna, Austria, with 18 offices in 15 countries • International presence – more than 60 countries - P&P is a shareholder of InterSearch Organization, executive search network, in the top 10 worldwide • Dr. Pendl & Dr. Piswanger Romania – more than 20 years of activity in Romania, providing Executive Search, retained recruitment, Management audit, Board assessment • Ranking in top 5 executive search companies in Romania • KPIs: ✓ 100% customer retention ✓ Candidates retention • 1st year: 97% • 2nd year: > 85% • 3rd year: > 70% Working in Retained Executive Search and Human Resources consultancy since 2005, leading one of the most reputable Top 5 Executive Search Consultancies in Romania as Managing Partner of the Romanian office partner of P&P Group and InterSearch Worldwide, specialized on Executive Search. • Successfully delivered hundreds of Board, C Level, Senior and Middle Leadership assignments across CEE region in manufacturing, automotive, engineering, robotics & automation, energy, telecom, consumer goods, consumer electronics, banking and financial services, pharmaceuticals, life sciences, professional services, healthcare, construction and real estate • Counseling in executive career transitions About Us
  25. 25. THANK YOU Dr. Pendl & Dr. Piswanger Romania 17 Nicolae Golescu, 1st floor, Bucharest, 010285, Romania T: +40 21 323 01 71 E: office@ppromania.ro W: www.ppromania.ro W: www.ro.intersearch.org

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