It has never been easier or more efficient than now to connect with talent on a global scale. Lines of communication through technological advances make a video conference much the same as a face to face meeting.
Talent can be identified by their skill set and through the correct means, it is possible to map out someone’s career even as they embark on the first job. We have trends, we have raw data and we have the means to reach them.
But is that all it’s about?
Many people in recruitment forget that these people are not just commodities. Bizarrely, they are, in fact, people.
Let’s go back to the start for a moment. Recruitment, at its core, is about filling jobs – whether this is candidate or client led, filling jobs is what it comes down to.
Or is it? Does it go beyond that? Can recruitment be something more than putting a bottom on a seat? We like to think so and that is why our supply method is delivered with an RPO or BPO approach. We aim to not just put that person to work but to ensure they stay there, that they (and, inversely, the client) have made a valuable investment both personally and professionally to the career step they are taking.
Inevitably, this starts with a skills match which is born from a detailed brief from the client. Within technical and engineering disciplines this is paramount. If you’re not an EMC Engineer or a Java Developer then (sorry to break this news) it’s highly unlikely that you can do the job of either.
Then we start with the highly debated topic of a global skills shortage. Undeniably in certain sectors and locations there are skills shortage (funnily this coincides with the higher levels of demand) but these skills do lie in pockets across the world and this is where these people can be found.
I commented recently on a video about whether we, as a country, are doing enough to encourage early talent into skilled sectors. As a nation we have always been proud of our academic heritage but are we focusing in the right areas? The skills shortage within engineering and technology in the UK is compounded by a lack of undergraduates choosing these disciplines while other countries place greater emphasis on them. China and India are perfect examples of how to promote early talent by encouraging them to take an avid interest and this has been evidenced through funding.
The Chinese Ministry of Science & Technology invested $32bn into STEM education over a 5 year period and India has long been recognised for its commitment to these disciplines. The following chart demonstrates the outcome of this focus:
STEM degrees as % of all degrees
(Source: Accenture Institute for High Performance)
Coincidentally, China and India are two of the fastest growing economies in the world.
Funny, that.
So, back to recruitment. It’s our job to find out where the sought after skills lie, engage with the local talent and provide a route to market – whether this is in their mother country or another.
One client that we are currently engaged with houses their head office in Riga, Latvia. Latvia has two million residents and a working age population that is "shrinking faster than in any OECD country" this can make recruitment challenging – especially within skilled sectors. (Source:31/03/2016: The OECD Reviews of Labour MArket and Social Policis: Lativa)
This is evident already, research already undertaken by The Australian has found that Latvia pips everyone else on the skill shortage front:
(Source:The Australian)
So how do we combat this? How do we ensure that we are not only providing local talent with a route to market but also ensuring that client requirements are fulfilled in an efficient and timely manner?
No easy task, but that’s why we don’t do it by ourselves. BPS World has built up relationships with local staffing organisations in countries around the world who are experts in their local fields and we use that expertise as guidance.
Two key members with significant experience in these markets, Andrew Cruickshank (Account Manager) and Liam Murray (Client Services Director), have developed strong relationships with these key supply partners and both have commented on the importance of awareness when operating in these countries.
Different labour laws exist depending on the country so, for example, if we were to find a Java Developer in Prague who is ideal for a role in Riga then we must take into account the notice period in place. If a notice period is 30 days from month end and then depending on the time when the notice is issued it could take effectively two months to start a new role.
It’s this type of information that we need to have access to and this is done solely by undertaking what should be the core fundamental duty of any recruiter – talking to people. Having a friendly face when people start a new role is paramount and with free intercontinental video calling we can support the notion of having a face to face meeting with someone prior to the first day.
This level of communication can allay any new starter's concerns or fears and we can act as a guiding presence in their formative days. The knowledge and exeprience BPS World have in operating in foriegn markets has enabled us to successfully open offices in Riga, Prague and Miami with more locations scheduled over the next 18 months.
For more information please contact Dominic Hughes on 01925 747397 or dominic.hughes@bps-world.com Hear more from Dominic Hughes by watching his latest video: BPS World YouTube