Businesses in Europe have a great opportunity to recruit talent internationally, in order to fill skill shortages and enhance foreign market expertise. There are many reasons why Europe is an attractive destination for career-minded professionals and skilled workers, which means businesses should consider developing international recruitment strategies to express the value of working in Europe.
Europe’s Foreign Workers and Students
There are 50 countries in Europe with 743.1 million citizens, which means there are wide diversities within this third largest continent in the world. Russia is included in the definition of Europe, and has the largest population, with Germany, Turkey, France, United Kingdom, Italy, and Spain, following in that order.
We learn more from Eurostat’s “Labour market and Labour force survey (LFS)”, for 2015, which states:
“Foreign citizens made up 7.4% of persons in employment in the EU in 2015. The split between intra- and extra-EU migrants was almost even, with 3.6% having their citizenship from another EU country, and 3.8% coming from outside the EU.”
According to an article found in European Commission’s Education and Training section, called:“Making the EU more attractive for foreign students”, written in 2014, we learn:
“Europe attracts 45% of all international students but the international higher education landscape is changing rapidly.”
The article goes on to say that other regions of the world are increasing the quality of their higher educational institutions, thus creating more competition for Europe.
Value of Working in Europe and Skill Shortages
Low unemployment rates, in many of the top economic countries, and above average salaries for citizens are both good indicators of the value of working in Europe. The disparity from the leading economies and those at the other end of the spectrum are wide, yet each offers unique value to the right prospect.
An answer found on Reference.com explains the major industries found in Europe:
“The major industries in Europe include automotive, aerospace and defense. Other important industries include chemicals, biotechnology and food industry.”
The top industries are growing and transitioning into a rapidly developing technological global marketplace, as are all industries around the world. This means there are bound to be skill shortages, because new skills are needed for managing new technology and its impact.
Countries that are struggling with high unemployment and slower development in industry may have the most to gain from developing international recruitment strategies. These countries’ training and education efforts are not producing enough talent for the industries that are doing well, which means international or intra-EU recruiting are both good options.
According to CEDEFOP, in an article called“Skill shortages in Europe: Which occupations are in demand – and why”, written in October 2016 – we learn:
“Across the EU, the top five skill shortage occupations are ICT professionals; medical doctors; science, technology, engineering and mathematics (STEM) professionals; nurses and midwives and teachers. But the picture varies across countries.”
The only member state country not reporting ICT professional shortages was Finland. Information and Communication Technology (ICT) professionals are needed by most countries around the world, as businesses’ systems continue to be transformed by cloud and mobile computing technologies.
Developing International Recruitment Strategies
Businesses across Europe should take the initiative to develop an effective international recruitment strategy. Each country has its value for the right prospects, businesses should express this value to prospective talent through effective technological means.
The expanded functionality of online technology has given businesses the ability to: hire remote workers, reach international pools of talent, and facilitate hiring processes. With innovative online technology, international talent recruitment has become a viable option to fill skill shortages and/or expand industry and market expertise.
Here are some values that could be highlighted:
- Incentive for international students with scholarships, internships, job placement after graduation
- Attractive salary and benefits, including any difference in cost of living
- Streamlined hiring process
- Detailed tour of work and living situation in business and local culture
- Language programs
- Leading industries and top economies
- Best opportunity with upcoming business and economy
Whether located in Germany or Greece, businesses can use their strengths to their advantage. Talent may prefer Greece to Germany, so a comparable salary and lower cost of living would be adequate to entice them to Greece. Others may value certain benefits of the job, including the living atmosphere and the business’s culture.
The main point is for businesses to optimize their talent acquisition strategies by developing international recruitment efforts. Innovative recruitment technologies and a growing willingness of “global minded” professionals to relocate internationally for work, are making international recruiting easier than ever.
Expressing the value of working in Europe will be unique to each county and business’s strengths and weaknesses. Businesses shouldn’t discount their ability to attract top talent, as many candidates may prefer their country for personal reasons. With effective strategies, businesses will benefit from a steady stream of international talent to fill key positions.
The Network Editorial Team
