Streams of Candidates & Know-How Transfer. Observations of Candidate Flows and Impacts on the Economy. Study: February 2014

Transcription

1 Streams of Candidates & Know-How Transfer Observations of Candidate Flows and Impacts on the Economy Study: February

2 Introduction The methods of finding the right employees or managers have developed tremendously in the past ten years. The EU-market has expanded, the communication technology enables companies to announce their vacancies everywhere fast and easily and the candidates have easy access to these announcements. No matter if it is a simple employee, a specialist or a top-manager. Even government commissioners or institutions representing their country like Chambers of Commerce, Institutes for Languages or Embassies support the Know-How or workers transfer in the interest of their country. This stimulates mobility but exposes the markets to the danger of Brain-Drain. This means that international companies increasingly face the problem of recruiting or even retaining the right candidates in their local branches. The lack of multicultural understanding, as well as false expectations of employers and employees and the missing integration efforts make things worse. The following study gives you a better overview about Candidate Flows of the countries Greece and Croatia referring to Germany as the land of the unlimited opportunities. 2

3 Megatrends of the working world Megatrends are the long term developing streams in economy and society. They are the Blockbuster of the power of changes. They change and pervade forms of civilization, technology, economy and systems of values. They last approximately years and become noticeable in all areas of life. 3

4 Individualization New Work Silver Society Globalization Female Shift Connectivity Education Source: Institution of Futurology /Matthias Horx 4

5 Individualization Silver Society Female Shift Standardized carrier paths and life time employment are lost Changing rhythm between stability and personal freedom Management and HR have to allow and to support individualized careers Europe becomes old Decreasing working potential Arising of Candidates market Conclusion: Developing of new potentials on the market (women, migrations, elder people) The future is in women's hand Well educated and in leadership positions 5

6 Education Connectivity Globalization Increasing of innovation and education Talents are in demand but scarce High qualified employees in Europe Formal education is more important than creativity, changing skills and self management IT and Internet have changed the world 24/7 communication culture Openness Speed Transparency Cosmopolitans - Economic crisis and the Europe issue Consumer and working markets become hubs - danger of instability BRIC countries are getting stronger Globalized thinking as well as on product and working markets World wide recruitment 6

7 N E W W O R K Sum of all Megatrends Fast moving and individualized society with high requirements towards employees and managers Central terms of competition: Ability for innovations (technical and social) 7

8 Greece vs. Germany Working market Students with limited future prospects High unemployment rate in qualified workers and university graduates Lack of vocational trainees and qualified specialists Greece Large common working market Social and cultural factors Germany EU Market 8

9 Greece Most important problems Unemployment Price trend Health care Financial policy School system Education Impact of the crisis on the work situation of the family 62% 16% 11% Loss of income At least one unemployed person in the family Short-time working (Source: MRB market research Feb ) 9

10 Greece Unemployment rate In quarter 2/2013 the unemployment rate was 27,1%. 31,1% female and 24,1% male For the years old, the unemployment rate was 59% 65,1% female and 54,2% male For the years old, the unemployment rate was 36,2% Graduations Secondary School 32,5%, High School 29,3% College 30,6%, University 17,7% Master 14,2% Sectors affected most by unemployment Wholesale and retail Construction Processing industry Education 10

11 Croatia vs. Germany Working market In December 2013, third place in the EU concerning unemployment rate Persons with secondary school education level represent the highets percentage among the unemployed people Lack of vocational trainees and qualified specialists Croatia Large common working market Social and cultural factors Germany EU Market 11

12 Croatia Most important problems Unemployment Grey economy ( both local and foreign ) Health services Education level Corruption Judiciary Impact of the crisis on the work situation of the family Majority of families with only 1 employed person Increase of the part time job during tourist season Increase of the emigrants seaking employment in EU 12

13 Croatia Unemployment rate Unemployment rate in 2012: 15,2% and 10/2013: 17,6% (Eurostat) Sectors affected most by unemployment Wholesale and retail Construction Processing industry Education Source : HRVATSKI ZAVOD ZA ZAPOŠLJAVANJE Zagreb, January

14 Germany The land of limitless opportunities About 50% of the Greeks and the Spaniards leave Germany after one year and a lot of them want to return to their countries as soon as it is getting better there. Central question: How do you identify the other 50%? Labour market researchers proved that immigrants do have a higher educational level and qualification skills than the German native population. 43% of the immigrants in the age between do have a technical, University or Master education. Source : OECD migration view

15 The Top 5 Employment Opportunities- Demand in Germany and the EU Health care SW developer analysts High qualified management assistant Engineers, technical specialists (Mechanical engineering, vehicle construction, energy and electrical engineering) Teachers for primary and pre-primary schools Source: OECD migration view

16 Multinational recruitment (necessary expertise) Different mentalities (emotional vs. technocratic) Recognition of the education (Knowhow of educational systems) Finding the right candidates and motivate them to relocate to Germany and getting the support of their family (Representing your company!) Emotional and rational / technical integration support to ensure sustainability in private life and in the company 16

17 Greece is a high potential market with highly qualified employees (Selective vocational qualifications but also university graduates often with a Master degree) Greece 2.0 through innovation and growth / start ups (e.g. IT, Agriculture, Tourism, Food production) Selected Greek Universities with very good reputation worldwide (Talent Recruiting, University Marketing) Realizing the chances to find the appropriate workforce on the Greek market and to keep them in your company. (Employer Branding) Professional recruitment is important for every company and has to be conform with each different market. 17

18 Investments can be found. Factories can be build. People you have to win! Hans Christoph von Rohr, former Chairman of the Board of Directors of Klöckner-Werke AG 18