As 2021 is drawing to a close, we probably agree that we have been better adjusted and equipped for this second year of the pandemic. For one thing, there has been a global Covid vaccine rollout, which likely helped many countries across the world to manage the situation better and keep their economies relatively open. […]
Today is different than before. Long, long time ago people used to settle in one place and remain there for their lifetimes, in large because there were no roads or public infrastructure available. Then people built roads, invented cars and trains, and started moving between cities. Next, planes were invented, people started learning languages, and […]
Following up on my previous post about global labour market trends, this entry will focus on the topic of international recruitment. In particular, the increased international mobility of the global workforce goes hand in hand with a growing demand for international recruitment by companies. The Global Talent Mobility Survey (2011) identifies two main strategies that ensure successful international recruitment: the ‘work to people’ strategy and the ‘people to work’ strategy.
From the employer standpoint, the globalization of labour markets inevitably leads to the need to recruit internationally. In the past few years people have become more willing to relocate for their jobs and companies are more interested in hiring international staff than ever before. However, what remains unclear is how to find the right candidates and match them with the right organizations? The Global Talent Mobility Survey aims on answering international recruitment related questions.