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Running a multi-national recruitment team

Overview on the challenges of running a multi-national recruitment team supporting clients across the EU - An interview with Charles Blockley, Divisional Manager at Anderselite:


- An interview with Charles Blockley, Divisional Manager at Anderselite:

The expansion of the EU has opened up a number of new markets, especially those in Eastern Europe. What regions/nations are showing greatest demand for IT professionals?

Poland and Hungary have led the way in terms of the number of opportunities for IT workers in recent years, with Romania emerging as a relative new-comer over the last 12 months but one that represents a wealth of opportunities over the next few years. The availability of highly skilled labour combined with substantial economies of scale has seen these regions grow in importance for clients looking to recruit whilst also appealing to IT professionals seeking to advance their careers with some of the UK's biggest employers. But a number of opportunities also exist in other parts of Europe too, notably Switzerland, Germany and Sweden.

What are the key challenges that you face when recruiting for clients based in Europe?

Each region has its own regulations but we're more than familiar with all the stipulated terms and conditions relative to each region in which we operate. The key to overcoming any potential obstacles is to keep in regular contact with each party to ensure that all issues or concerns are fully addressed before completing the recruitment process. That way, both clients and candidates enter into a mutually beneficial working relationship.

Placing candidates who fit with an organisation's brand and culture are essential elements when recruiting for 'home market' roles, but how do you address these when recruiting for overseas roles where the need for foreign support is more 'cross border' in nature and business critical?

As a responsible recruiter we need to ensure that all candidates are fully informed about their destination of choice – from the perspective of the organisation with which they are set to join and the location in which they will be living. We work with clients to secure the right talent whilst working with candidates to understand their specific needs and motivations to ensure they are the right fit for the organisation who is recruiting. For instance, this would involve managing their expectations over potential earnings, training and career development opportunities.

Cost is a key consideration for all employers, yet when recruiting candidates across different regions these costs can become considerable. How do you meet the twin challenge of keeping your clients' costs to a minimum whilst ensuring you attract the best talent to fill their roles?

The use of key technologies such as video interviewing via Skype, for instance, have reduced the costs the need to fly candidates from country to country to attend interviews. But more than that, the rapid adoption of online job boards and LinkedIn in particular – which has been the real game-changer over the past 10 years - has enabled employers to build a strong talent pool and open up new markets for employers and candidates alike.

What roles are in most demand right now, and which sectors do you see further growth potential over the next 12 months?

Job opportunities in 2014 will continue where 2013 has left off. There is no question now that the market has turned for the better and we expect to see a rise in the number of new opportunities being created across the EU. Cloud computing, HTML5 and JAVA will continue their upward projectory, whilst demand for mobile application specialists will increase as will new opportunities for IT professionals within the banking and finance sector, which is already showing signs of healthy recovery.

What advice would you give to jobseekers in the current market?

The market remains client-led with a substantial candidate pool for organisation's to dip into. To be competitive candidates need to ensure that their skills are kept up to date but perhaps more important is the need to identify those key areas that are in high demand, such as mobile application development, and seek to acquire new skill sets to meet this demand. LinkedIn is a primary tool for candidates and should be used as on online CV, with particular attention given to personal headline and keywords – the primary way that recruiters search for potential candidates. Make sure that your CV is tailored to the job you are applying for and take full advantage of your recruitment manager at Anderselite – their in-depth knowledge of your field and their clients combined with extensive experience in the field could mean the difference between securing an interview or resuming your job search.

What attracted you to work for Anderselite? What makes you continue your career with the company?

The IT recruitment sector represents one of the strongest growth opportunities both in the UK and throughout Europe. It was important for me to work for an organisation's that was not only at the forefront of this sector, but also one whose vision and values represented those of both myself and my team. Anderselite continues to invest in further developing it's European presence for the benefit of both employers and candidates alike.

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