MRINetwork Worldwide Blog

Effective talent management in the multi-generational workplace is a challenge all companies face. This was highlighted by Tal-os Director Erica Briody who spoke on” Engaging Gen X and Y employees in today’s multi-generational workplace” at the SCMP/Hewitt HR conference.

In conjunction with the presentation, a small survey on this topic was distributed among the attendees. A total of 78 responses were returned of which around 75% of the respondents are in-house Human Resources Managers and Directors working in companies with over 100 employees. This paper highlights the views obtained from these respondents. Summary of Findings

1. Generation X employees make up the majority in 3 out of 5 Hong Kong companies.
This means that in many instances business culture and environment in HK is
influenced the Gen X segment.

2. HR executives have an almost equal preference, at over 80%, towards hiring from
Generation X and Generation Y in the future. These generational groups appear to be
the most attractive to recruit particularly because these segments make up the base of
a company’s workforce - from middle management down.

3. More than one-third of respondents find the gap between Baby Boomers and
Generation X and Y employees as the biggest talent management challenge today,
followed by employee engagement issues.

4. Almost all HR executives perceive a “sense of entitlement” from Generation Y
employees.

5. HR managers believe that the mixture of leadership and individual control is the
preferred leadership style to engage and motivate Generation Y employees.

6. Companies prefer to post job vacancies through their website (over 60%) and on job
boards (over 50%), an indication of the internet becoming an established recruitment
channel.

7. A majority of those surveyed have indicated that they will not hire candidates who
have risqué photos on their websites.

Click here to download pdf of the Survey Tal-os Gen X and Y Survey

About Tal-os Asia
Tal-os Asia Limited was set up in 2006 to provide a range of human resource solutions to MNCs and Chinese enterprises. It is a partnership formed by leading recruitment firm MRI China Group in Asia, Barkers Resourcing from UK and Chandler Macleod from Australia and New Zealand. Tal-os is headquartered in Hong Kong with offices in Shanghai, Beijing, Guangzhou, Manila, Macau, Seoul, Singapore and Taiwan. For more information, please visit
www.talosasia.com

For more information regarding the study please contact
Erik Hellquist: +852 3656 5680, erik.hellquist@tal-osasia.com

In this day and age, there are three main ways to start your own recruitment consultancy. You can just do it on your own with a loan from the bank or with your own savings, you could join a franchise network or you can take advantage of venture capital opportunities. In recent months each of these options has been discussed at length
within the recruitment press, so if you’re considering any of these, Carol Davids, Operations Director at MRINetwork will be able to help find the right person to speak to about your goals.

Forever and a day

In general terms, having a venture capitalist backing you means that they provide you with the investment to start the business and then you are free to shape it as you see fit. To anyone keen to start up their own business, this sounds like a fantastic opportunity and for many people it’s just that. However, in some cases it can also mean you give up a substantial equity stake, with further equity taken if targets are not met. Unless your venture capitalist has a team of advisors with recruitment experience, this is a route that should be considered carefully as you may find you are left to fend for yourself, with little operational support.

To be making a decision like this in the first place, you will already be confident in your sales ability, but perhaps you may need help with other areas of the business. As a franchisee you become part of an extended family and although the initial outlay may seem greater, you have the peace of mind that there is a dedicated team waiting in the wings, ready to share their expertise with you at any time and helping you grow your own business.

We are such stuff.. as dreams are made of

After working in the recruitment industry for some time, you decide you want to start your own business. You have the capital, you have the ideas and you’re raring to go. But there are so many things to consider: your office location, your IT and telecom needs, marketing and PR to promote your company to the outside world, staff training, financial management… the list goes on. Being part of a franchise means that you don’t have to do it all alone.

Why, then the world ’s mine oyster

One of the main criticisms of franchising is that you are limited to a geographic region and therefore limited to local clients and candidate talent pool. This is true of some opportunities, but it’s not always the case. MRINetwork for example, does not limit franchisees to a geographical region. Instead franchisees work within specific industries where they have proven expertise. In today’s market where both potential clients and candidates are scattered all across the globe, this really makes a difference. Also, the power of having colleagues in over 35 countries and a network of over 1,000 offices specialising in almost every major market and many niche markets is a key way of not becoming just another boutique recruitment company.

This above all: to thine own self be true

At the end of the day, it’s your business. One of the misconceptions of franchising is that you have no control over what happens to your business and are restricted in many ways. At MRINetwork we provide the tools and support you need to create a successful, thriving recruitment consultancy which belongs to you in its entirety. MRINetwork operates in every major industry, serving multi-national companies on a global basis. Our search and recruitment specialists, most with experience in the sectors they serve, have earned their reputations as highly specialised industry experts. They interact in the
marketplace on a daily basis, locating, screening and recommending exceptional talent. We have over 40 years’ experience of helping individuals like you build your own business using our tried and tested methodology. A recent survey showed that 27% of our global network members were able to cover the value of their royalty payments just through Inter Office Referrals alone.

If you want to start your own recruitment business, or maybe just expand the potential of the one you already have, why not consider a franchise opportunity with MRINetwork Worldwide. For more information, please contact Carol Davids on +44 (0)870 777 39oo.

Last week I spent time with three talented individuals who are considering starting their own business in executive search. Each has the critical core competencies and previous track record to be successful and the desire to build a business of real value.

What became apparent during our conversations is that “smoke & mirrors” sometimes surrounds what actually happens during the recruitment process. Each had experience of working with and paying recruiters to find talent for the previous businesses. Each found it very difficult to actually explain how those recruiters had gone about the task.

If they found it hard to articulate the process and truly understand what an executive search business does. Then I am sure there are many more people like them that are in the same boat.

That is why I took some time to write this post to explain in more detail our MRINetwork way.

Read the rest of this entry »

Reflecting overall confidence in the UK economy, businesses are planning to increase hiring significantly over the next six months, according to the 57th hiring survey released by MRINetwork™, one of the world’s largest search and recruitment organisations. The study, which is conducted twice a year, was comprised of personal interviews with over 100 executives responsible for the hiring of middle management and professional staff in their companies.

Of the survey respondents, over half (51.3 per cent) indicated plans to increase their current staff size during the first half of the year. Another two fifths (40.2 per cent) plan to maintain their current staff sizes, and less than one in ten (8.5 per cent) plan to decrease staff levels.

For the full article click here >>