The competitive landscape for talent is expanding globally as more candidates are willing to work for foreign companies and countries actively recruit abroad.
The mirror method compares internal employee surveys with external candidate surveys using the same 40-item battery to identify strategic blind spots in employer branding.
Across all surveyed countries, the demand for flexible working conditions and job security has skyrocketed, outperforming other factors like purpose or impact.
Data from six countries reveals distinct national profiles, with some prioritizing benefits (UK), some having high demands across the board (Germany), and others focusing mainly on flexibility (Romania).
While "appreciation of performance" is universally important, its meaning varies, with some cultures preferring salary raises (UK), others acknowledgement, and some promotions (Italy).
In Germany, most employees recognize their company's purpose but fail to see how their individual job contributes to it, weakening employee retention.
The discussion covers the risks of return-to-office (RTO) mandates, how surveys define a country's workforce by residence not nationality, and the sample sizes used for the data.
29:14Sarah Ketteler, Tobias Stahl & Kerstin Lange
20:01Mark Schaub
26:57Inna Busnita
20:14Mathilde Verlaine & Barbara Pirrera
29:33Niklas Wiesauer
18:22Julia Schroeder, Dennis Schmidt, Stefan Menschner & Tabitha Kleine
32:16Rudi Bauer & Robindro Ullah
29:04Anastasia Pshegodskaya, Christine James, Luke Davis, Relinde Boerman & Ana Gospodinova
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Jobs that call for the skills explored in this talk.
SMG Swiss Marketplace Group
Canton de Valbonne, France
Talentor International
Accenture GmbH
Hamburg, Germany
ALTEN Consulting ServicesALTEN Consulting Services GmbH
Accenture GmbH
Hamburg, Germany