EMEA Recruiters Group! Discussions - RecruitingBlogs2024-03-19T04:22:51Zhttps://recruitingblogs.com/group/emearecruitersgroup/forum?feed=yes&xn_auth=noRecruiting in Poland - what to expect.tag:recruitingblogs.com,2009-08-24:502551:Topic:7331832009-08-24T08:28:27.291ZPhilip Eameshttps://recruitingblogs.com/profile/PhilipEames
I have just been to Poland to visit out offices in Krakow. Very interesting place. I was pretty surprised at how much the country has changed in the past 10 years.<br />
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Poland as a recruiting/business market it is at the same level as most of the rest of Europe. They have integrated in to the EU at lightening pace.<br />
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Culturally - if you opened your eyes not knowing where you were it looks and feels like Prague or even Munich. If you are expecting any hint of soviet legacy in Krakow think again. It…
I have just been to Poland to visit out offices in Krakow. Very interesting place. I was pretty surprised at how much the country has changed in the past 10 years.<br />
<br />
Poland as a recruiting/business market it is at the same level as most of the rest of Europe. They have integrated in to the EU at lightening pace.<br />
<br />
Culturally - if you opened your eyes not knowing where you were it looks and feels like Prague or even Munich. If you are expecting any hint of soviet legacy in Krakow think again. It is prettier than both Prague and Munich, with less tourists and a less hurried atomsphere.<br />
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The candidate market is networking savvy (especially Linked IN), English language capability is in my view better than you find in Germany/France, and a they have a great "can-do" attitude.<br />
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Poland also has a truly international search/agency market with all the names that you would expect in the UK/Germany. In addition there are a number of strong, small players that cover the headhunting/contingent market and who truly undertake international searches at a competitive price. One example of this is Tara Consulting run by Mark Twomey.<br />
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What does this mean?<br />
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a) It is realistic for companies to expect the same level of sucess when trying to recruit candidates directly in Poland (we have just hit 85% non-agency hiring during a recent campaign).<br />
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b) If you cannot fill all of your roles directly, there is an excellent, internationally aware group of agencies to assist companies get those tough hires.<br />
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Any other post card notes on Poland? Please share!<br />
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Philip EMIA INTERNAL RECRUITERS HAVING A BALL...BUT FOR HOW LONG?tag:recruitingblogs.com,2008-05-06:502551:Topic:1232382008-05-06T15:42:01.849ZPhilip Eameshttps://recruitingblogs.com/profile/PhilipEames
INTERNAL RECRUITERS – MAKING MOST OF THE MARKET<br />
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A growing number of corporate's in EMIA (Europe/Middle East/India/Africa) have a good understanding of direct recruitment methodology and are regularly using recruitment tools and services that offer cross border success. Whilst there are some taking advantage of this approach, there are many companies that, for whatever, reason fail to use the services available.<br />
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The upside - competitive edge for early adopters.<br />
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So what are we talking about…
INTERNAL RECRUITERS – MAKING MOST OF THE MARKET<br />
<br />
A growing number of corporate's in EMIA (Europe/Middle East/India/Africa) have a good understanding of direct recruitment methodology and are regularly using recruitment tools and services that offer cross border success. Whilst there are some taking advantage of this approach, there are many companies that, for whatever, reason fail to use the services available.<br />
<br />
The upside - competitive edge for early adopters.<br />
<br />
So what are we talking about when we use the term "direct recruitment methodology" - the usual suspects I guess : Networking sites, Blogs, Google searches, CV databases. No much new there you might say, and you would be absolutely right!<br />
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The amazing thing is that these tools are not complicated and for the most part free or cheap to use. So why don't a larger number of EMIA corporate’s use them?<br />
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From my experience I put it down to a number of things:<br />
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1. Past domination of the EMIA market by well established "super sized" recruitment agencies – one stop specialist shops in each capital city.<br />
2. Large, well marketed search firms with "snob" value attached<br />
3. EMIA conservative old world culture and risk aversion to new technologies/tools<br />
4. Limited independent recruiters and therefore limited proof that you don't need a big agency name behind you to find good candidates<br />
5. Extensive use of recruitment outsourcing services where the company receives some of the benefits of direct recruitment (cost savings) without having to understand the sourcing tools.<br />
6. Basic lack of awareness or interest!<br />
7. I am sure there are others!<br />
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So for those internal EMIA recruiters that are taking advantage of these tools - good for you - it saves companies literally hundreds of thousands of dollars per year. For those that aren't - it's a brave new world out there - go and find it!<br />
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In EMIA, I would go as far to say that it is a bit of a golden age for recruiters. Candidates freely register themselves in ever growing numbers on Linked in/ Plaxo/ Viadeo and the response rate when trying to contact them is high at an estimated 45% (our experience). Ergo you can find great candidates at minimal cost.<br />
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So - looking good, but my big question is how long will this last and what is next?<br />
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The EMIA recruitment market tends to follow the US with a 2/3 year time lag (examples being use of Monster, eRecruitment technology, Networking sites) so we should perhaps expect the current US market conditions in a couple of years.<br />
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From the people that I have spoken to it appears that some networking sites and national CV databases/job boards have become, perhaps, less attractive for candidates as recruiters and companies alike have mined them to their knees? I understand that the response rate to invite emails when using such tools, has declined in the US over the past few years as a result of excessive contact traffic?<br />
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Contribute your thoughts on the future of direct sourcing methodologies in EMIA - US input would be great to gauge how your direct sourcing tools have changed and why......