The growing fear of the coronavirus requires recruiting leaders to prepare for an increase in discrimination against Asian candidates and to become aware of how far this fear could severely hurt global recruiting and local diversity efforts. Also expect real travel restrictions and an increased fear of flying to increase the need for more remote video interviews.
In my hometown of Arlington, Virginia, we are all talking about our newest corporate neighbor, Amazon. At ERE’s recent conference in Washington, D.C., I spoke with Alan Henshaw, recruiting manager for Amazon Web Services in the Specialty Recruiting Organization. We talked about Alan’s mission to produce and execute innovative ideas that allow Amazon to hire software engineers more efficiently globally.
When we talk about regional differences in employment regulations, the uniqueness of the American at-will employment contract often comes up. In most other countries, to avoid risks of wrongful termination, a more significant set of regulations usually come into play before a due process in terminating an employee can be considered complete. What doesn’t come up as often, however, is that similar regulatory differences apply when it comes to recruiting talent abroad versus in the U.S. In some European countries, for example, companies are required to post and recruit for a new job opportunity internally first, before seeking to attract external talent.
Is Google for Jobs the end of the job board? Although it’s not launched in most European countries yet, the major European job boards seem to think so. And they argue that Google is abusing its power by entering the jobs market. Twenty-three major boards have launched a request for an anti-trust inquiry by the European Commission against Google for Jobs.
While gig platforms have grown exponentially in the past five years, have attracted lots of media attention, and received heavy venture-capitalist investment, little has been written about their impact on the often-forgotten agency workers.
Thanks to a growing talent shortage in their local labor markets, international recruitment is becoming an interesting option for many companies in Europe. Proper insight into the target group will allow you to find the right candidate for that difficult-to-fill position. While it may appear straightforward, the labor market in Europe is extremely complex. Europe consists of 51 different countries — and the candidates in each and every one have different expectations with regard to the recruitment process.