International Recruitment vs. National Recruitment. Rolf Heeb. AIMS International

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1

2 International Recruitment vs. National Recruitment Rolf Heeb AIMS International

3 CONTENT 1. Introduction 2. Definitions 3. Considerations in International Recruitment 4. Global Executive Search Firms 5. Preferred Supplier Agreements (PSA) 6. Questions

4 1. Introduction - Rolf Heeb - AIMS International

5 History Rolf Heeb 7 years Management Consultant Arthur Andersen, Germany + USA 4 years Managing Director Baumgartner & Partner (One of the top 3 German executive search firms at that time) 25 years IFM GmbH, Germany Since 2000 Partner of AIMS International Since 2002 Member of the board and EMEA Head Since 2007 President AIMS International

6 AIMS INTERNATIONAL

7 Albania Argentina Armenia Australia Austria Azerbaijan Belgium Bosnia & Herzegovina Brazil Bulgaria Canada Chile China Colombia Croatia Czech Rep. Denmark Egypt Estonia Finland France Georgia Germany Greece Hong Kong Hungary India Indonesia Ireland Israel Italy Japan A GLOBAL PARTNER IN EXECUTIVE SEARCH AND TALENT MANAGEMENT Kazakhstan Latvia Lithuania Luxembourg Macedonia Malaysia Mexico Moldova Morocco Netherlands Norway Philippines Poland Portugal Romania Russia Serbia & Montenegro Singapore Slovakia Slovenia South Africa South Korea Spain Sweden Switzerland Thailand Turkey UAE UK Ukraine USA Venezuela Vietnam

8 In 2006 ranked as the largest Executive Search Consultancy in the world, AIMS International is spread across all With over AIMS International World Wide 5 continents with about 90 independently owned offices in 50 countries. 400 consultants, AIMS International provides a wide range of HR services including talent acquisition and development worldwide to a substantial and diversified client base

9 Global Industry Segment Teams AIMS International Global Practice Teams: Automotive Financial Services FMCG, Retail & Luxury Goods Industrial & Engineering IT & Telecom Pharmaceuticals, Health Care & Life Science Energy (Oil & Gas, Renewable and Power Generation)

10 2. Definitions

11 Definitions International Recruitment = Recruitment Abroad Multi Country Searches = Searches in several countries for the same position

12 3. Considerations in International Recruitment or Questions to be asked

13 What is the Knowledge of the Local Labor Market? Availability of potential candidates Labor Market customs Legal considerations Culture / Cultural fits Education system / Best Universities etc Etc.

14 What is the most efficient way to search? Online Media Print Media Networking Data Base Search Head Hunter Other

15 What is the employing legal entity? Own legal entity in the country Company Head Quarter s or an other legal entity in an other company country Other local solution Other

16 How is the Interview process structured? In the country? In the headquarters / an other country? Are Visa issues known / considered? Cost of traveling?

17 What is the remuneration package? Base / Bonus according the market conditions Car policy / car customs Insurances Other typical benefits

18 What are usual documents provided? CV (format) Work Documents about past jobs Reference Check documentation Assessment results Candidate Reports from research firms

19 Are multi country searches necessary? Lack of potential candidates in one country Choice between cultures Faster Process in tight markets other

20 4. Global Executive Search Firms

21 Largest search firms 2006* 1. AIMS International 6. KORN/FERRY 2. IESF 7. EESN 3. INTERSEARCH 8. Egon Zehnder 4. AMROP HEVER 9. Heidrick & Struggles 5. Boyden 10.TRANSEARCH (*Search consult; basis is number of offices worldwide )

22 HOW TO FIND THE RIGHT SEARCH FIRM? (1) Perform search country by country? Partner with global search firms? Industry segment experience? Function experience? Quality of services and communication?

23 HOW TO FIND THE RIGHT SEARCH FIRM? (2) For which levels can the search be used? Can the search firm perform multi country searches? What are the fees and other cost? Search firm availability in all countries? Other

24 Availability of search firms Countries with operations Germany Poland China India Kazakhstan UAE Search Firm 1 X X X X X X Search Firm 2 X X X Search Firm 3 X X X

25 5. Preferred Supplier Agreements (PSA) vs. Single Sourcing Projects

26 Objective of a PSA Reduce the number of service provider Establish a framework for a long lasting partnership without exclusivity

27 Typical Content of a PSA Client and Search firm roles and duties Key Account / Account Manager Definition Process Description Fees and other Cost Guarantees Off Limit agreements Etc.

28 Advantages of a PSA for a company Global availability of the same service with all local strengths Strategy, structure, products etc need to be explained only once to the KAM One face to the client through a KAM concept No market research for services in each country Advise in all local aspects of a recruitment project and beyond High success right in all recruitments Reduced admin processes and cost

29 Thank you for your attention!! Questions??

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