2. Globalization = Ubiquitous Mobility
Anytime, anywhere rules
Shortages of Key Skills
Here to stay and getting worse in areas.
Recruiting is Internet Dependent
It’s the major driver of change. It’s almost universal.
Yet, Recruiting Remains Local
But is also global
2
3. China
Japan
An open economic system
Global brands
Global structures
Rapid and open communication
Cheap and convenient travel
3
7. Population Increase and Growth Rate, Five-Year Periods
Percent increase per year
Millions
Source: United Nations, World Population Prospects: The 2002 Revision (medium scenario), 2003.
7
8. Only 1.6% of 24 year olds in the US have
a bachelor’s degree in engineering.
In Russia it’s closer to 3.5%
And in China it’s almost 5%.
8
11. NUMBER OF NATURAL-SCIENCE AND ENGINEERING GRADUATES
BAs MAs & PhDs
1989 1999 1989 1999
CHINA 127,000 322,000 19,000 41,000
INDIA 165,000 251,000 64,000 63,000
PHILIPPINES 40,000 66,000 255 937
MEXICO 32,000 57,000 340 63,000
U.S. 196,000 220,000 61,000 77,000
National Science Foundation & Business Week
11
12. Company No. of Workers Type of Work
Accenture 2000 in the Philippines Accounting, software, back
office
Conseco 1,700 in India, 3 more Insurance claim processing
centers planned
Delta Airlines 600 contract workers in Airline reservations,
India and the Philippines customer service
Fluor 700 in the Philippines Architectural blueprints
General Electric 29,000 in India, Big China Finance, IT Support, R&D
R&D center for Medical, lighting, aircraft
12
13. Company No. of Workers Type of Work
HSBC 4,000 China, India Credit card, Loan processing
Intel 5,000 in India Chip design, Tech support
Microsoft 500 in India, China Software design, IT support
Oracle Doubling India staff to Software design, Customer
4,000 support, Accounting
Philips 700 engineers in China Consumer electronics
Proctor & Gamble 650 Philippines Tech support, Accounting
150 China
IBM 120,000 Plans to add 5,000 for BPO
13
18. Create and foster of a global brand
Conduct global searches
Do global marketing
Have real-time chat with candidates
Build global social networks
Interview using video/voice
18
19. Domestic Global
Requirements: Requirements:
-Physical presence -Powerful Internet presence
-Face-to-Face everything -Flexible virtual workforce
-Local sourcing -Global sourcing
Traditional Emerging
Limited number of candidates Vast selection of candidates
Reshuffling of employees New ideas/Innovation
-Running ads -Building a social networks
-Posting to job boards -Developing virtual relationships
-Searching databases -Knowing global markets
19
21. Need to
Deeply know local markets
Understand local cultures
Develop unique, market-specific messaging
Build local social networks and talent pools
Based on
Global tools
Global perspective
Global policies and principles
21
23. Apple: More than 900,00
fans, aimed at college
students
Pringles (Proctor &
Gamble): Over 2
million fans
23
24. A company branded, web-
based, interactive, multi-
method, pre-employment
experience.
An opportunity to let
candidates take the job for a
test drive, while collecting
data that predicts on-the-job
performance.
24
27. 1. It IS what younger
candidates expect.
2.Well done, it is authentic
and faster than email.
3. It allows for
personalization – a huge
need for the best candidates.
4. It allows for creativity in
video, graphics, etc.
27
29. Severe local shortages of talent.
Especially in technology, science, math,
accounting, finance, health care.
Shortages mean need for highly
sophisticated, virtual, global sourcing
(supply chain) capabilities.
29
