Frequently Asked Questions - ManpowerGroup Solutions · AA: Employers are searching for ever more...

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Frequently Asked Questions Borderless Talent Solutions

Transcript of Frequently Asked Questions - ManpowerGroup Solutions · AA: Employers are searching for ever more...

Page 1: Frequently Asked Questions - ManpowerGroup Solutions · AA: Employers are searching for ever more specific skill sets and combinations of skills—not just technical capabilities

Frequently Asked Questions

Borderless Talent Solutions

Page 2: Frequently Asked Questions - ManpowerGroup Solutions · AA: Employers are searching for ever more specific skill sets and combinations of skills—not just technical capabilities
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Why search the global market for job candidates?Q:Q

Employers are searching for ever more specific skill sets and combinations of skills—not just technical capabilities A:A

alone, but perhaps in combination with critical thinking skills and other qualities that will help them drive their

organizations forward. As a result, the “right” talent is becoming much more difficult to find. There are simply not

enough people with the right skill sets in the right place at the right time.

We know that clients are having to increasingly cope with this skills gap and talent mismatch in their domestic

markets. By expanding the talent search to a global level, organizations can reach beyond geographic

boundaries to create the workforce they need to succeed.

What job categories are your clients typically sourcing when beginning their international recruitment Q:Q

programs?

AA: Over the past three years, our clients have found it increasingly difficult to source the following roles within their

own borders and have partnered with Manpower for the following positionsA:

Finance and Accounting •

IT/ICT •

General Administration•

Sales•

Engineering•

Customer Services•

Manufacturing and Logistics•

Human Resources•

Quality Control, R&D, Procurement and Supply Management•

Legal and Compliance•

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Is there a preferred level of candidate experience that makes an international Q:Q

recruitment strategy viable in today’s economy?

In today’s business environment, organizations must consider the demographic A:A

shifts associated with an aging population, declining birth rates and economic

migration in various parts of the world. Therefore, we are not surprised to see that all

levels of experience are in demand. The current breakdown within Manpower’s client

base is as followsA:

10+ years (33%)•

5-10 years (56%)•

Less than 5 years (11%)•

What are your clients’ top business drivers when engaging in an international Q:Q

recruitment program?

There are four primary drivers that prompt our clients to participate in international A:A

recruitingA:

An inadequate supply of targeted skill profiles in the demand (local) country•

Business expansion or the relocation of business functions into a demand •country (typically a new market for the client)

Cost considerations•

The need to recruit and retain high-quality talent for critical positions•

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How does Manpower’s baseline international recruitment process work?Q:Q

Manpower uses a five-phase process to match our clients with the right international A:A

candidates. We begin by identifying client needs, researching sources and pricing, and

working closely with the client to develop a recruitment strategy that meets business

needs. Next, we work with our colleagues around the world to source, assess and

submit candidates that meet the qualifications and criteria we’ve established. Finally, we

guide our clients and the selected candidates through the employment offer, negotiation

and relocation process, including assistance with visas, housing, cultural induction and

assimilation as agreed upon in each client’s individual agreement and proposal.

During the entire recruitment process, you will have a single point of contact within your

local country, a Borderless Talent Solutions Consultant, with whom you will communicate

and interact with on a regular basis. This consultant will ensure that all Manpower and third-

party suppliers efficiently and expertly meet your recruitment needs.

How long does the typical recruitment process take?Q:Q

Assuming we have exclusivity on the vacancy, and the detailed job and candidate A:A

specifications have been agreed upon, Manpower endeavors to provide a short list of

suitable candidates within 20 working days. We ask that you provide us with feedback

on these candidates within 10 working days of receipt of details. During these 10 days,

Manpower will not make that candidate available to any other Manpower client. We also

ask that the interview take place as soon as is practical after that time period.

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What assessment methods does Manpower perform to ensure a successful placement?Q:Q

Assessment testing has been in use for more than 50 years, but there has been a significant rise

in test use in the last decade and, as the selection process becomes ever more sophisticated,

testing has assumed a more prominent role for a number of organizations. At Manpower we

use psychometric tests (which assess our candidates’ abilities and personalities) to validate

objectively our choice of candidates and support more accurate matching. This leads to more

satisfied clients and provides them with a service they would not normally provide for themselves.

Psychometric tests are a critical part of our assessment process. They can predict success

with much greater accuracy than resume reviews and interviews alone. This increased accuracy

can result in savings of consultant time and increased placement success. A successful fit

means greater engagement and retention, thus avoiding the additional expense of recruiting and

retaining new candidates when the original candidate is a bad fit.

Manpower also works closely with candidates to understand their appetite for taking on roles

in other regions and countries, along with their ability to assimilate into new cultures. A typical

process might be as followsA:

We assess a candidate’s desire to work abroad using a detailed questionnaire.•

When a specific opportunity arises, we further evaluate the candidate to ensure they will fit •

comfortably in the destination region/country. We also include the spouse in this process; their

comfort is critical to the candidate’s success.

Once the candidate is situated in the new country, we maintain contact to monitor assimilation •

into the local culture and provide support where necessary.

We would be pleased to provide more details of these assessments upon request.

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What is the interview process when recruiting internationally?Q:Q

Our experiences have taught us that English is the preferred business language

when conducting interviews. However, if local language competence is a

prerequisite for the role, then we will ensure that the entire recruitment team is

made aware of your specific need.

When the time comes for you to interview candidates who are abroad,

Manpower will work with you to ensure that the necessary facilities and/

or technical equipment is accessible to you—usually this is a combination of

telephone and video conferencing. It is recommended that all candidates who

progress to the next round of interviews undergo a face-to-face interview as their

next step. These second and third interviews can occur either in the candidate’s

country or yours.

Once a written agreement is finalized, Manpower will work with the appropriate

personnel, including third-party suppliers, to ensure that all background checks

are performed and visa application processes are followed as agreed upon in

each proposal. We can also assist you withA:

Tax and payroll advice•

Relocation of candidates and families•

Cultural assessment and assimilation of candidate (and family)•

Local orientation in new country•

Spousal and dependent support•

Candidate repatriation once assignment has ended (if appropriate)•

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How can we help ensure that our new hires will assimilate into their Q:Q

new country?

Relocation is a defining moment for anyone. It means leaving behind family, friends A:A

and the security and comfort of home. But even with plenty of preparation, culture

shock is a real liklihood. The stress, anxiety, loneliness, confusion and feelings of

dislocation may lead to conflict in the workplace or with family. Culture shock can

affect any member of a family going through the process of relocation.

Common phases of culture shockA:

The Honeymoon• A: The first phase of relocation is exciting and new. For many

people, this period is like a holiday or honeymoon.

Irritability, Hostility or Disintegration• A: Culture shock kicks in. People start to

interact with the host culture actively, which can lead to most of the excitement of

the previous stage turning into discomfort and hostility towards the host culture.

Common symptoms are homesickness, impatience, anger, sadness and a feeling

of incompetence.

Adjustment• A: The sense of ease and humor re-emerges. People start to feel more

comfortable in their new settings and surroundings.

Adaptation• A: Integration and comfort with the host culture increases, boosting

confidence and projecting a sense of belonging. Culture shock is replaced by

the enjoyment of living in a new location. At this point culture shock is just a

distant memory!

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Tips to mitigate culture shockA:

The candidate should learn as much about the host country as possible.• The

focus should be on everyday life aspectsA: customs, language, politics, currency,

climate, housing options, tax matters, food and other cultural activities.

The candidate should plan the relocation process together with his/her partner.•

Every family member should be actively involved and their needs should be heard.

Communication should be clear and open for all those involved.• If the candidate

creates and shares concrete goals and aims, the opportunity of working abroad can

be fully optimized and enjoyable.

Please contact us to learn more about the assimilation and relocation services we can provide.

How much experience does Manpower have in international recruitment?Q:Q

For more than ten years, Manpower has assisted clients in the global placement of A:A

talent for work purposes. Supporting a wide variety of roles across multiple geographies,

Manpower successfully places 4,000 people each year into permanent relocations and

fixed-term contracts. Our placements have crossed regional boundaries from Europe,

the Middle East and Africa to the Asia Pacific region and the Americas, and we have

successfully matched both local and multi-national clients with talent from all these regions.

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If I have sourced candidates from abroad, where do I pay my invoice? Q:Q

All invoices are paid in local currency within the client’s country. Since every situation is A:A

different, with varying levels of complexity, specific pricing models will be discussed during

the creation of your specific Borderless Talent Solutions program.

What services will Manpower offer in the future to support international recruitment?Q:Q

We are excited about the future! In addition to our ongoing research into global talent A:A

movement trends, we will also begin to fully leverage our in-depth local knowledge around

the globe to produce “heat maps” that show where talent is currently situated around the

world, emphasizing the highest concentration of specific skill and experience categories—

creating comparative scenarios between major cities around the world.

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Why should I engage Manpower’s Borderless Talent Solutions team?Q:Q

The experience and knowledge of our dedicated professionals, combined with Manpower’s A:A

global network of 82 countries and territories and local insights into each of these regions,

provides us with expertise that crosses industry and national boundaries and enables us to

provide customized solutions for any size and type of engagement our clients may need. We

have the experience to understand our clients’ needs and the industry insight to understand

what is happening now in the global labor market while looking forward to what is next in

the world of work. We know where the top talent is right now and how to recruit that talent

on your behalf, ensuring you have the workforce you need to meet your business objectives.

For more information, contact your sales representative or your local Manpower office.

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