SODEXO, a world leader in Food and Facilities Management Services and N°2 in Service Vouchers & Cards, employs 355 000 people, in 80 different countries, and reports an annual revenue in 2008 of 13,6 billion Euros. Improving the quality of daily life in the corporate sector, education, healthcare, defense, correctional centers, remote sites, sports & leisure, etc… is at the heart of SODEXO business.  SODEXO designs and implements a global service offer planned and adapted to meet the needs of their clients.

Committed to become the premier global outsourcing expert in Quality of Life services, SODEXO has engaged the entire workforce in the “Ambition 2015” vision. The ability to attract, recruit, integrate and retain the very best leadership talent around the world will be one of the critical success factors for SODEXO “Ambition 2015”. Within this context, the corporate HR development team creates this new position for an International Talent Acquisition Manager based in Paris (HQs).

For more information click here.

Tags: New Jobs, Sodexo, Strategic Recruitment, Talent Acquisition, Terra connecta
]]> http://blog.terraconnecta.com/2009/02/04/international-talent-acquisition-manager-mf/feed/ http://blog.terraconnecta.com/2009/02/04/international-talent-acquisition-manager-mf/ http://feedproxy.google.com/~r/Terraconnecta/~3/Bt5FTeqk5xA/ http://blog.terraconnecta.com/2009/02/04/globality-a-new-breed-of-emerging-market-companies/#comments Wed, 04 Feb 2009 14:21:42 +0000 svondefenn@terraconnecta.com, amronayne@terraconnecta.com (, amronayne@terraconnecta.com) http://blog.terraconnecta.com/?p=89 According to BCG in a business book published last year -  “Globality, competing with everyone, from everywhere, for everything”, going global is no longer a choice in the global marketplace, but a necessity.

This video highlights the rapid rise of new exciting companies from developing countries, who are innovative, hungry, driven and who do business in different ways. A new competitive marketplace is emerging that automatically impacts global business, as well as the ability for corporations to attract, hire and retain the best talent.

Rising star companies have the natural ability to attract talent, especially those seeking an entrepreneurial, innovative, proactive and possibly more human environment. Google is a good example of a rising star company that has successfully attracted the best engineers from all over the world, hence creating real  headaches for other successful companies wanting to hire the same people.

There is a new shift in the global candidate marketplace. Candidates are better informed through the internet, social & professional networks, international academic programs, executive education, etc… The War for Talent exists and will continue to be a serious and challenging topic. Corporations need to define clear talent acquisition & development strategies that make sense for their organization and, that allow them to continually improve themselves as an employer of choice.

The BCG video is very good and gives an interesting overview to a new era.

While Unilever is a premier employer in approximately 40 countries, the challenge today is to leverage this prize position on a global basis. Unilever needs to develop visibility as an “employer of choice” in countries, critical to Unilever’s growth. Unilever’s Management Trainee Program is renowned in certain countries, nonetheless in 2004, Unilever hired only 9 talented graduates in China, as opposed to Procter & Gamble hiring 100. This unacceptable result provoked a serious challenge within the organization to analyze the employment mix and evaluate why Unilever was not seen as an Employer of Choice beside competitors such as Danone, Nestlé, P&G, etc…  In 2005, Unilever increased the graduate intake in China, however, in 2006, the fruit of hard work in China was seen as Unilever hired 80 talented graduates into the Management Trainee Program (selected out of 25 000 applicants).

The ability to build a global employer brand is and will continue to be a critical differentiator for corporations in the future. Whether a corporation is centralized or decentralized, it is important to leverage the key messages, values and principals of an employer brand to the target populations, wherever they are around the world. Many successful corporations suffer, when attracting high potential talent in new unknown markets, because they fail to understand their target population, the thinking style, the education system, the geopolitical environment, the salary policies, etc…

Charles Galunic, Insead Dean of Executive MBA recently interviewed Sandy Ogg on leadership behaviors. The interview is quite long, but interesting. If you have the time, take a look.

One of the world’s leading telecommunications operators, Orange serves more than 174 million customers in five continents as of June 30, 2008, of which two thirds are Orange customers. France Telecom is the number three mobile operator and the number one provider of broadband internet services in Europe and one of the world leaders in providing telecommunication services to multinational companies.
Launched in 2002, the Telecom Talents program is designed to attract, recruit, develop and retain high-potential graduates from the best international engineering and business schools. Approximately 60 candidates who will be part of the Group’s talent pool and offered challenging assignments to develop a fast-track career.
we offer you the chance to:
- Be part of a tailored career program, within the Group for 5 years with 3 different assignments including functional and international mobility.
- Actively participate in innovative and challenging projects.
- Quickly take on real managerial or expert roles in a variety of large-scale fields: marketing, sales, networks, information systems, consulting, R&D, finance, sourcing, supply chain, …
- Benefit from real fast-track international opportunities to enrich your career path.
is this you?

* graduated in 2008/2009 with an excellent degree from an international engineering or business school in the following fields : Computer Science/ Telecom/ Electrical Engineering, Business Studies, MBA, …
* looking for the variety that an international group offers,
* interested in new technology and customer relations,
* having completed significant internships or a first work experience,
* ability to work in cross-functional and multicultural teams,
* a good command of English and working knowledge of French
* be available for recruitment days in Paris ( France) , from 31st March to 10th April 2009.

how to apply?

Please find more information on the Orange Graduate Program on Terra Connecta’s international career platform:  www.terraconnecta.com

…………or send your application (cv + cover letter + transcripts) to: orange@terraconnecta.com

(closing date for applications : mid February 2009).

Audio-Technica microphones and wireless systems are chosen for critical installations, as well as for major broadcast music events, including the GRAMMY® Awards and the Rock & Roll Hall of Fame induction ceremonies. Audio-Technica products have provided seamless audio coverage and technical support in U.S. presidential debates since 1988 and at high-profile sports broadcasts, including World Cup Soccer, the Super Bowl, and the Commonwealth Games, the Summer Games in Beijing (2008), Athens (2004), Sydney (2000), and Atlanta (1996), and the Winter Games in Torino (2006).

Winner of numerous industry awards, Audio-Technica is a global player with valued exclusive clients around the world. In Europe Audio-Technica has 2 distribution companies (UK & Germany), with a solid and exclusive european distribution network developed in approximately 30 countries. Given the growth opportunities within this European market, Audio-Technica has decided to create a new position within the European sales team for an AREA SALES MANAGER.

For more information, click here.

Some typical qualities outside of the technical capabilities needed to succeed in a given
position are :
- Excellent linguistic capabilities
- Significant time spent outside of one’s country of origin
- Successful intercultural experiences
- Openness to mobility
- Ability to communicate successfully at different hierarchical levels
- etc…

Over the past 15 years, international academic exchanges such as ERASMUS, CEMS, TIME, among others, have played a huge role in encouraging foreign exposure and profound cultural experiences (for graduates right up to senior management). Leading international MBA schools have also been instrumental in driving mobility and professional networking opportunities for managers & executives across a large range of new frontiers.

International profiles are definitely more prevalent, nonetheless, it is a real challenge for
corporations to attract, recruit & retain the very best. Employers proposing REAL
international career development prospects do differentiate themselves from others, who often promise what they cannot deliver. Candidates seek a coherent & concrete dialogue from a future employer, plus evidence that existing employees are engaged, motivated, proud & enthusiastic to work for the company. They want to work in diverse teams, to manage across borders, to interconnect with a large range of different cultures and of course, to be successful.

Carlos Ghosn, CEO of RENAULT NISSAN recently received the INSEAD 2008 Trans Cultural Leader Award.  Diversity, according to him, makes good business sense and can create competitive advantage. His interview is both inspirational and encouraging. Please take a look at the video.

To join the Redcats Group means, to integrate the world of creation, of design and of the web. 20,000 employees share this dimension and actively participate in a synergy of immeasurable talents, from the conception of the products to their delivery.

REDCATS is a PPR company.

The Redcats Group is currently seeking to recruit a Head of Compensation & Benefits (M/F) for the corporate HR team based in Paris.

For more information on this exciting corporate career opportunity, please click on the following link :

Compensation & Benefits, Paris

The research teams work on innovative products and production processes, from exploratory research through to the demonstration of technical and commercial feasibility. You will meet a variety of multi-cultural specialists who are developing cutting-edge expertise in the areas of polymers, ceramics, electro-chemicals, grains, powders, abrasives and surface sciences.

Within the context of development, the scientific numeric simulation department has created a new position for a scientific researcher specializing in numeric simulation for finite elements.

For more information, please click here.

 With headquarters in Villepinte (France), Arc International Cookware employs 550 people, and has two Boro Silicate Glass Plants, situated in Châteauroux, and in Arques, near St Omer. In order to strengthen the Iberia commercial headquarters in Leganes, Arc International Cookware are seeking to recruit 2 Junior Key Account Managers Iberia, based in Leganes (near Madrid).

To find out more information, please click here.

Reporting to the Steelcase International CFO, the EMEA Controlling Manager will work on a daily basis with the EMEA Business Leader and its organization and assume all Finance missions to support these markets.  EMEA covers 100 countries, with primary businesses in Eastern Europe, Morocco, Middle East, Italy.

For more information please click here .