海外战略下的跨国人才吸引力指南
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跨国人才吸引力指南
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中国以创新、联动、包容和可持续发展的姿态，推进各国经济进行着全方位的良性互动。在此过程中，一大批优秀的中国企业通过海外业务拓展战略，给全球带来贸易、技术、服务、生产，从而激活了海外市场。
从人力资源角度，大量的中国企业在海外业务拓展过程中，最紧缺的就是富有专业和经验能力的跨国人才。通过这一指南，我们希望让在华企业了解到：跨国人才属于稀缺“资源”，现在他们对在华企业充满兴趣，为了让他们愿意贡献知识、经验、专业，并为企业 服务，在华企业不仅需要充分洞察，而且妥善管理这些人才“资源”。
华德士中国与财经管理杂志《经理人》联合发布了《海外战略下的跨国人才吸引力指南》。指南依据华德士对中国1,100多名人力资源专家、企业招聘主管和负责人以及“跨国人才”候选人所进行的问卷问询、访谈等调研得出的数据，并吸纳了国家专业数据以及学术资源和专家观点，旨在分析在华企业在招聘“跨国人才”时面临的机遇和挑战，为企业更有效地吸引、聘用、激励和留用跨国人才提供指导意见。
制订战略性的的跨国人才激励和留才策略
在华企业引进跨国人才后，除履行薪酬和福利承诺之外，在企业文化、组织管理、创新机制等激活个体上，尽管挑战很多，但也务必进行创新探索。这是对跨国人才激励和留住的前提。
建立一个多国整合的融合企业文化，可以减少跨国人才和在华企业原有企业文化的冲突。
欲知如何融合企业文化，并建立跨多国企业背景的 “融文化”，按此了解更多。
Across the board, retention seems to dip once employees have spent more than three years at an organisation. This correlates directly with satisfaction levels. Our survey revealed that 22% of professionals state that their needs are met within the first year of employment, with this dropping to around 10% at the three to four year point.
Download the research paper here.
Candidates who have been with their current employer for less than one year cited better career opportunities (35%) and better money prospects (16%) as some of the main drivers for relocating to a new role.
However, there was a notable shift in mind-set for candidates who have been with their current employer for three to four years as almost 70% stated that a better lifestyle would be the main reason for a job move, followed by better career opportunities (17%) and the opportunity to be closer to friends or family (17%).
Interestingly, almost no candidates who had been with their current employer for three to four years stated that a job relocation would be driven by salary - suggesting that companies do a good job of remunerating candidates who have given over three years of service.
Research covers:
- Tailoring the job offer to meet candidate expectations
- Understanding employees’ current career priorities
- Retaining top talent
- Getting the hiring process right
Key Findings:
- Being valued within a company (25%) and work-life balance (17%) are considered the main career priorities
- After five years, being valued (35%) becomes even more important to employees
- Only 9% of professionals state that securing a substantial pay rise is a key career priority
- In contrast, organisations believe employees career priorities is led by salary & package (45%) and good progression opportunities (25%)
- Only professionals within banking & financial services ranked obtaining a substantial payrise as a key career priority (18%)
- 40% of professionals stated that they would consider working in temporary, interim or contract job roles
Download the full research here.
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There has been a notable shift in career priorities within the last 12 months - arguably as a result of the ‘millennial impact.’ As a result, candidates are placing more importance on the softer benefits related to their career.
In fact, being valued within a company (25%) and work-life balance (17%) are now widely considered the main career priorities by professionals in the UK – with both taking precedence over securing a substantial pay rise (9%).
Robert Walters partnered with CV Library, surveying over 2000 professionals across the UK to gain insight into their current career priorities, and the disparity between a companies understanding of employee ambitions.
Subjects Cover:
- Tailoring the job offer to meet candidate expectations
- Understanding employees’ current career priorities
- Retaining top talent
- Getting the hiring process right
Key Findings:
- Being valued within a company (25%) and work-life balance (17%) are considered the main career priorities
- After five years, being valued (35%) becomes even more important to employees
- Only 9% of professionals state that securing a substantial pay rise is a key career priority
- In contrast, organisations believe employees career priorities is led by salary & package (45%) and good progression opportunities (25%)
- Only professionals within banking & financial services ranked obtaining a substantial payrise as a key career priority (18%)
- 40% of professionals stated that they would consider working in temporary, interim or contract job roles
Download the full research here.
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A job interview is primarily regarded as an opportunity for an employer to assess a candidate’s suitability for a role. But – at the same time – how the process is managed is likely to impact an interviewee’s opinion of the organisation and vacancy concerned.
Job interviews are a crucial part of the recruitment process. They provide employers with an opportunity to assess the personality of a job seeker, their ability to articulate their CV in detail and generally how they engage with other people.
Download the research paper here.
For job seekers, it gives them a chance to impress hiring managers. But it also offers them an opportunity to form opinions of what it’s really like to work for the business they are being assessed by.
The route to hire can influence a decision to accept a job offer
In latest research into meeting candidate demands through a job offer, we explore aspects of the hiring process and how it determines a candidates decision to accept a job offer. Specifically, we seek to highlight common job seeker preferences and identify how employers are falling short by comparison.
The research highlighted that 74% of UK professionals consider the job interview process essential , with applicants seeing a job interview as a key opportunity to assess the role and company concerned. Put simply, a poor interview experience can lead to an individual turning down a job offer.
From an employer’s perspective, the job interview process represents an opportunity to promote a positive representation of the company brand, irrespective of whether the candidate is successful in his or her application or not.
Getting the hiring process right
Those involved in the hiring process need to be just as attentive and engaged as the candidates being interviewed.
An overwhelming 76% of candidates believe the interview process should be no more than two stages, with 74% of respondents saying they would turn down a job offer if they experienced a ‘bad’ interview process.
46% of candidates stated that following final interviews, the recruitment process wasn’t clearly communicated or explained. Candidates recognise this as the employer not valuing potential employees enough to ensure the hiring process runs smoothly, a key reason why some candidates would turn down a job offering.
Research covers:
- Tailoring the job offer to meet candidate expectations
- Understanding employees’ current career priorities
- Retaining top talent
- Getting the hiring process right
Key Findings:
- Being valued within a company (25%) and work-life balance (17%) are considered the main career priorities
- After five years, being valued (35%) becomes even more important to employees
- Only 9% of professionals state that securing a substantial pay rise is a key career priority
- In contrast, organisations believe employees career priorities is led by salary & package (45%) and good progression opportunities (25%)
- Only professionals within banking & financial services ranked obtaining a substantial payrise as a key career priority (18%)
- 40% of professionals stated that they would consider working in temporary, interim or contract job roles
Download the full research here.
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CV-Library is a leading UK job board, boasting one of the largest candidate databases of over 13 million CVs, expanding by 198,000 new CVs every month. Working with over 10,000 employers, CV-Library offers the most competitive packages on the web, with comprehensive recruitment solutions for businesses of any size.
Whether you want to search our extensive candidate database or advertise your roles to a wide talent pool, we understand how important it is to get results quickly. Our multi-award winning platform attracts over 4.3 million unique site visitors every month, making a total of 3 million job applications.
Furthermore, we’re dedicated to innovation and keeping the recruitment journey simple and effective. Our ongoing updates and improvements mean we are always providing market-leading tools for both job hunters and recruiters.
Find out more at cv-library.co.uk
Established in 1985, Robert Walters plc is a world-leading specialist professional recruitment consultancy and the core brand of the Group. Hiring managers world-wide rely on us to find their best specialist professionals and our clients range from the largest corporates world-wide through to SMEs and start ups. We recruit people for permanent, contract and interim roles across the world.
Robert Walters is one of the world's leading specialist professional recruitment consultancies and focuses on placing high calibre professionals into permanent, contract and temporary positions at all levels of seniority.
Our UK business recruits across the accountancy and finance, banking, HR, legal, IT, risk, compliance, tax, treasury, procurement and supply chain and support fields.
Find out more at robertwalters.co.uk
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