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Abandon thinking in national boundaries – the applicants already did !
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„One of the key defining resources that will define the winners and the losers in the 21st century economy will be workforce talent. Workforce future changes will impact every organisation's bottom line and the time to plan for these changes is now.“ (James Canton)
Competition for the rare highly qualified executives, the so-called "Creative Class", has begun. Nowadays, contrary to in the past, this competition is taking place on a global level. In the coming years, companies will have to think more about their talent recruiting and talent management in order to keep their position as an attractive employer.
Image advertisements on your own homepage, job vacancy posting in job portals and offering internships within your company are well-established measures to address the top of each class. However, in times of stronger competition selective recruiting will yield no results if your company does not enjoy at least a basic level of publicity.
To bolster the already existing lack of skilled labour, three worldwide trends can be observed:
- Bring back migrated nationals to their home countries like Russia, Poland, China, India or Ireland are currently doing.
- Increase the attractiveness of in-country institutions of higher education, so that students come from abroad and stay after completion of their studies.
- Exert controlled immigration policies in which the highly qualified are favoured over the unqualified.
In order to not loose High Potentials to competitors from abroad, companies need to become active –in a consistent and long-term manner.
The following five recommendations for action can be based on the above:
- Permeate the applicant market and strengthen your employer branding.
- Establish contact to young professionals at an early stage and bind them in the long term. Remember, brand loyalty is determined in early years.
- Keep the international applicant market in mind.
- Cooperate with universities
- Never cease to further educate your personnel
Companies limiting their scope of action to the national level are foregoing chances that the global applicant market has to offer. Today’s high potentials are mobile, flexible and willing to put their know-how to use for that company which offers them the best conditions – no matter where on Earth. Consequently, those companies presenting themselves at the international level can access those target groups in addition to expanding the pool of potential national employees.
The biggest challenge faced by tomorrow’s personnel marketing is to successfully manage strategic tasks, such as employer branding, on the one hand and operative tasks, such as recruiting, on the other hand.
The internationalStudentsClub combines the development of a company’s employer branding with national and international recruiting of highly qualified, internationally experienced and career oriented students and degree holders.
The internationalStudentsClub grew out of a German recruiting service with ten years of experience in the field of organising career events. The club now bundles all this know-how and experience.
Read more about how the club can be useful to your company here.
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Get information on the following subjects:
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This is how you can use the internationalStudentsClub:
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iSC customer service representative |
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Gewähren Sie Einblicke in Ihr Unternehmen |
Erhöhen Sie mit einem Interview Ihr Employer Branding im Club |
Wir möchten in regelmäßigen Abständen Interviews mit Personalverantwortlichen aus der Wirtschaft im iSC veröffentlichen, um den Berufseinstieg in bestimmten Unternehmen / Branchen transparenter zu gestalten und auch Studierenden aus dem Ausland die Möglichkeit zu geben, sich über interessante Arbeitgeber in Deutschland zu informieren.
Wenn Sie Interesse haben, ein Interview mit Vertretern aus Ihrem Unternehmen bei uns im Club zu veröffentlichen, laden Sie sich bitte den Fragebogen herunter, füllen ihn aus und senden ihn an uns zurück.
Sie erhalten das Interview im Anschluss zur Korrektur zugeschickt. Veröffentlicht wird es dann hier.
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Book the recruiting-flatrate here! |
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Present your business here for only EUR 99,- per month. |
Present your company nationally or internationally, in one language or several, to a career-oriented, internationally experienced target group.
You will benefit in many ways:
- Creation of search agents that introduces new members to you that correspond with your search criteria
- Your company is actively recommended to users that are interested in your company or your branch
- Linking of your profile with branch-based content within the club
- Direct addressing of adequate candidates possible
- Upload of audio/or video-podcasts
- Offering of pdf-files
- Publishing of current company news
- Creation of an own chat room
If you are interested, please contact us - or book directly online here. |
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Growing Global Executive Talent |
High Priority, Limited Progress |
"Around the world, a talent crisis is looming. Global companies are aware that they need to improve their ability to find and develop better executives—and it must happen soon—or business performance will suffer."
(DDI World)
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Employer Branding |
Increasing relevance in the context of national or international recruiting strategies. |
The meaning of Employer Branding in a global economic world is increasing rapidly and has decisive influence on the perception of the company of the potential qualified managers of tomorrow in times of an upcoming lack of specialists.
Aspects of Employer Branding are:
- Identity and values of the company
- The strengths of the company as employer
- The current image of the company as employer
With the iSC you are able to expand your Employer Branding nationally and internationally without great effort and at low cost!
Contact us - we would love to advise you. Or click here for further information.
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The Future of Work |
Source: Robert Thomas, executive director, Accenture Institute for High Performance |
The Future of Work
- Global abundance but local scarcity of talent
- Fewer young workers and more older workers
- Rising demand for new skills with growing deficits in basic skills
- More diverse workforces and more distributed workforces
- New work arrangements and career expectations
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