latest global research
International Trends & Workplace Survey Report 2013
The employment market is continuously changing, not in the least brought on by the volatility of the economic environment. While companies have been focused on emphasizing their core competencies, they are also planning for the future, in order to remain competitive and successful and grasp opportunities for growth.
This year’s Survey discusses these and many other industry insights, and an executive summary highlights our key findings. We remain focused on providing the quality talent your teams need to impact your organization’s bottom line and its future success.
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Randstad Award Global Report: Who are 2012's most attractive employers?
An 'employer brand' is a complex concept based on various intangible factors, including perception, image versus identity and the ability to differentiate between them. In a nutshell, an employer brand represents the image a company projects as a potential employer. If the company has a strong employer brand, then it is considered a distinctive place to work with attractive brand values and career prospects.
In today's highly competitive job market, employer branding is a crucial tool for attracting talent. It helps you recruit highly-skilled and promising new employees and it enhances their loyalty by increasing their identification with the company. It also raises an organization's visibility in the job market and makes it stand out from the competition.
The Randstad Award program is based on a robust research platform that gives unique insight into the key drivers of talent attraction right across the world. It also evaluates an individual company's ability to not only attract but retain the right sort of talent for their company.
Want to find out who the most attractive employers were in 2012?
Click here to view our 2012 Global Report
Into the Gap: Exploring Skills & Mismatches
The final in a series of three joint studies by Randstad and SEO Economic Research of the University of Amsterdam on demographic issues.
Two important structural growth drivers for the HR services industry are the need for flexibility and demographics. Our first 2007 study Mind the Gap outlined the international demographic trends and challenges for future labor markets, followed by our second 2010 study Bridging the Gap identifying skills shortages, aging & demographic issues and more in particular the consequences of the declining population in Europe in relation to EU’s 2020 strategic agenda for smart sustainable and inclusive growth.
The former two studies provided estimates of the potential future employment gaps in quantitative terms. However, they did not reveal the qualitative elements of future labor markets. Our new study Into the Gap complements the two previous studies by focusing on the explanation and measurements of present and future qualitative and quantitative mismatches in the labor markets of in particular Europe and the US. It builds on two growth scenarios for possible future developments in the characteristics of demand and supply in labor markets.
By detailing qualitative differences between skills demand and supply in the future, this final report is really looking into the gap.
Click here to view our executive summary
Click here to view to the full report
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