Global War For Talent Research Articles

Housing Tenure of Older Asian Minorities in Hong Kong

One of the major motivations to pursue dreams in a host country is to have a better living, especially for later-life well-being. Since homeownership is an indicator of social status, integration and security, this paper examines the housing tenure of older Asian minorities in an Asian global city. This article compares the housing tenure of older Asian minority immigrants with that of natives and their likelihood of living in public rental units, subsidized sales flats or private housing. While 28.95% and 18.38% of natives were living in public rental housing and subsidized sales flats respectively, the corresponding shares for Asian minorities stood at 34.84% and 19.38%. After controlling for personal characteristics, Asian minorities have the highest likelihood of living in public housing. Among the immigrant population, Asian minorities were more likely to be living in public housing but less likely to be owner-occupiers. The public housing policy of Hong Kong treats natives and immigrants equally. As private housing owner-occupiers enjoy a higher social status, most Asian minorities were not very successful in climbing the social ladder. However, they can stay in affordable public rental housing which enables them a reasonable later-life well-being in the least affordable city. To win in this global war for talent, the government is encouraged to introduce more measures to attract international talent.

Collaboration among recruiters and artificial intelligence: removing human prejudices in employment.

In the global war for talent, traditional recruiting methods are failing to cope with the talent competition, so employers need the right recruiting tools to fill open positions. First, we explore how talent acquisition has transitioned from digital 1.0 to 3.0 (AI-enabled) as the digital tool redesigns business. The technology of artificial intelligence has facilitated the daily work of recruiters and improved recruitment efficiency. Further, the study analyzes that AI plays an important role in each stage of recruitment, such as recruitment promotion, job search, application, screening, assessment, and coordination. Next, after interviewing with AI recruitment stakeholders (recruiters, managers, and applicants), the study discusses their acceptance criteria for each recruitment stage; stakeholders also raised concerns about AI recruitment. Finally, we suggest that managers need to be concerned about the cost of AI recruitment, legal privacy, recruitment bias, and the possibility of replacing recruiters. Overall, the study answers the following questions: (1) How artificial intelligence is used in various stages of the recruitment process. (2) Stakeholder (applicants, recruiters, managers) perceptions of AI application in recruitment. (3) Suggestions for managers to adopt AI in recruitment. In general, the discussion will contribute to the study of the use of AI in recruitment, as well as providing recommendations for implementing AI recruitment in practice.

Winning football’s war for talent: highly skilled migration and the making of the English Premier League

ABSTRACT The English Premier League (EPL) has undergone a significant commercial and economic transformation in the last 30 years. During this period, labour migration has emerged as a pre-eminent process in the development and competitiveness of the league. For the EPL’s 20 clubs, the desires to remain both commercially and performatively competitive on a global stage necessitates the requirement to identify, attract and retain as many highly skilled workers as possible. Therefore, like other talent intensive industries where success is predicated on the depth of the talent pool, a global ‘war for talent’ has emerged. Drawing on scholarship that has explored the recruitments of highly skilled migrants in other talent intensive economies, this paper shows how EPL clubs are consistently winning the global war for talent that has emerged in professional football. It also highlights the significant role that these workers play in the making and continued re-making of the EPL.

How Multinational Corporations Can Support Refugee Workforce Integration: Empathize Globally, Strategize Locally

In the global war for talent, refugees are often overlooked. Yet, research indicates that employers who expanded their recruitment strategies to include refugee jobseekers were not only satisfied with their new hires, but also excited about the potential impact refugee recruitment could have on their diversity, equity, and inclusion (DEI) strategies. We use the case of IKEA to show how localization and global strategy interact to create sustainable refugee workforce integration solutions for multinational corporations. Our insights have practical implications for other industry leaders who aim to create their own refugee inclusion programs.

Global talent management: A view beyond developed markets

This study aims to identify the main drivers, activity domains and outcomes of global talent management (GTM) in emerging market organizations. Through a structured keyword search and subsequent elimination of papers, 27 top peer-reviewed journal publications (out of 137 articles on talent management) are selected and thoroughly analyzed using mixed research techniques. Using VOSviewer software, I identify the four major clusters in GTM literature: TM in EMs, global talent mobility, TM in multinational corporations, and human resource management in a “global war for talent” context. I further conduct a structured content-analysis-based literature analysis and provide a much-needed overview of the underlying organization theories used in previous EM research to explain the GTM phenomenon. I additionally reveal the key GTM system components and determine the main demand-supply factors and outcomes of GTM implementation. Lastly, based on the study’s findings and subsequent discussions, I offer insights into future research avenues.

Drafting “foot soldiers”: The social organization of the war for talent

The “global war for talent” refers to the increasing competition among organizations and regional governments for top employees. The concept of “war” in this context acts as a powerful metaphor, heightening the intensity with which organizational and regional leaders mobilize their efforts to create, attract, and retain “top talent.” However, this article argues that the “war for talent” is not a distant practice articulated between corporate and state spheres of action but a set of activities directly connected to those in higher education institutions. Framed through the theoretical and methodological approach of Institutional Ethnography, this study tracked students’ activities and experiences with a university’s economic development initiative, Generation Now, showing how the students’ experiences are connected to the global war for talent, how they become its foot soldiers, and with what consequences. More generally, tracing these connections is critical for making sense of contemporary modes of organizing in university classrooms, furthering class hierarchies and neoliberal rationales not necessarily related to students’ educational expectations in the conventional sense. Specifically in this case, experiences derived from classroom activities drafted and differentiated students for a war not of their making while naturalizing their “rightful” places in the global economy.

GyanNagpal. Talent Economics: The Fine Line Between Winning and Losing the Global War for Talent. London: Kogan Page, 2013, 207 pages, $39.95 paperback.

GyanNagpal. Talent Economics: The Fine Line Between Winning and Losing the Global War for Talent. London: Kogan Page, 2013, 207 pages, $39.95 paperback.

Communicating Employability: the Role of Communicative Competence for Zimbabwean Highly Skilled Migrants in the UK

Skilled migration is an increasingly important topic for both policy and research internationally. OECD governments in particular are wrestling with tensions between their desire to use skilled migration to be on the winning side in the ‘global war for talent’ and their pandering to and/or attempts to outflank rising xenophobia. One aspect that has received relatively little attention is skilled migration from the African Commonwealth to the UK, a situation in which skilled migrants have relatively high levels of linguistic capital in the language of the host country. We focus here on the case of Zimbabwe. In spite of its popular image as a failed state, Zimbabwe has an exceptionally strong educational tradition and high levels of literacy and fluency in English. Drawing on 20 in-depth interviews of Zimbabwean highly skilled migrants, we explore the specific ways in which the communicative competences of these migrants with high formal levels of English operate in complex ways to shape their employability strategies and outcomes. We offer two main findings: first, that a dichotomy exists between their high level formal linguistic competence and their ability to communicate in less formal interactions, which challenges their employability, at least when they first move to the UK; and second, that they also lack, at least initially, the competence to narrativise their employability in ways that are culturally appropriate in England. Thus, to realise the full potential of their high levels of human capital, they need to learn how to communicate competently in a very different social and occupational milieu. Some have achieved this, but others continue to struggle.

The global war for talent: responses and challenges in the Singapore higher education system

This article considers the Singapore government's aims to develop its higher education system into a Global Schoolhouse to tap into a lucrative global market in higher education. To do so, the higher education system in Singapore needs to compete globally for talent. This article examines the responses and challenges of the Singapore higher education system against the backdrop of the global talent war. It first describes the higher education system in Singapore and analyses the system's response to the talent war. Then, it examines the issues and challenges in attracting world class universities and top academics and in attracting talented foreign university students. In particular, although Singapore has been successful in some regards, the challenges are the growth of this education hub in a government-controlled approach, cultural differences between locals and foreign talents and local sentiments to foreign talent.

Talent economics: the fine line between winning and losing the global war for talent

Talent economics: the fine line between winning and losing the global war for talent

Victory can be yours in the global war for talent

Purpose – This paper aims to provide a critical overview of the significant and growing challenges that countries and organizations face with attracting and retaining foreign talent. Design/methodology/approach – The paper analyzes information from academia, business and the media on the challenges for countries and companies in winning the war for foreign talent. Findings – The paper shows that governments and companies need to engage with foreign professionals at an early stage in their careers in order to reap the benefits of their human capital in the long term. Practical implications – The paper reveals how organizations and whole regions can benefit from attracting foreign talent. Social implications – The paper emphasizes that organizations need to look beyond the traditional economic incentives of career opportunities and salaries to other social and lifestyle factors outside the workplace. Originality/value – The paper highlights the growing competition for foreign talent, which is a zero-sum game between countries and companies. The winners will be those who recognize the importance of foreign talent at all stages of a country's economic cycle, those who invest in this invaluable resource earlier, as well those who recognize the value of economic and non-economic incentives.

Enlisting in the Global War for Talent: Generation Now and the Production of Young Professionals

In this paper, we uncover important implications of the “war for talent” by studying it on the ground level in university classrooms. Ethnographic research shows how students were enlisted by unive...

Singapore's response to the global war for talent: Politics and education

This paper describes and analyses how Singapore engages in the global war for talent. The paper discusses how Singapore demonstrates a Foucauldian perspective of ‘governmentality’ in trying to mould citizens into a way of thinking that is geared suitably to an engagement in a global talent war. It first examines the social, political and economic thinking of the government in responding to the talent war. It then analyses more deeply the initiatives in the education system to support the national strategy in competing globally for talent. It also discusses the challenges ahead for Singapore in this talent war.

Education, meritocracy and the global war for talent

Talk of the rise of a global war for talent and emergence of a new global meritocracy has spread from the literature on human resource management to shape nation‐state discourse on managed migration and immigration reform. This article examines the implications that the global war for talent have for education policy. Given that this talent war is a product of neoliberalism, it raises many of the same concerns for educators as neoliberalism in general: the embrace and promotion of social, economic and educational inequality; and a narrow, market‐based conception of education, skill and talent. This article argues, however, that the global war for talent represents a new phase in neoliberalism, as it seeks to liberalise the global movement not just of capital and commodities, but of high skill labour as well. In this, it threatens to undercut some of the founding assumptions and goals that have shaped national education policy in OECD countries throughout the post‐World War II period, and raises serious concerns for how we are to think about and pursue equality, inclusion and fairness in and through education in the future.

The global “war for talent”

Abstract In this paper we examine the “global war for talent,” the factors that impact it, and organizations' responses to it. Using a comprehensive search of more than 400 contemporary academic and business press articles, the paper reviews relevant research and reassesses the “talent war.” We posit that the dominant approaches to the “talent war” based on a scarcity state of mind and action, often characterized by a tactical and exclusive top talent or “star” focus, are being challenged by the emergence of a more evolutionary paradigm. This new paradigm adopts more strategic, innovative, cooperative and generative approaches which we describe as creative ‘talent solutions.’ The paper also highlights implications for future research, teaching and development in the field.

Global meritocracy, nationalism and the question of whom we must treat equally for educational opportunity to be equal

No one publicly defends unequal educational opportunity, Christopher Jencks claimed in a well-known article two decades ago. But is this actually true? With the rise of a ‘global war for talent’ and the push by business and political elites for a ‘global meritocracy’, the terrain on which educators work is shifting radically. This article argues that those committed to a politics of equality, justice and inclusion need to resist the urge to hang onto and defend past, nationalist ways of doing public education in the face of the contemporary neoliberal onslaught. Instead, we need to revisit old educational discourses, ideologies and principles – such as the principle of equal educational opportunity – in ways that are critical not just of new and future forms of (neoliberal) globalism but of past and continuing nationalisms as well.

The enabling role of information technology in the global war for talent: Accenture's industrialized approach

The globalization of information technology (IT), in which developing countries play a major role, has caused a “war for talent.” To meet challenging growth targets, service providers find that recruitment and retention are of key importance. For developing countries globalization offers the opportunity for economic development. The central question of this paper is how IT can be used to support service providers in these fields. Specifically, this paper focuses on Accenture's human resources management (HRM) processes and the suite of applications implemented to support them. Accenture's industrialized approach makes effective and efficient HRM processes possible. The conclusion is that the HRM applications now working in parallel will ultimately converge into a fully integrated application suite. As a result, the exchange of employees between the company's branches would be still better supported, as would the collaboration between those employees. © 2008 Wiley Periodicals, Inc.

The Tao of Leadership20011John Heider. The Tao of Leadership. Aldershot: Gower Publishing Ltd 2000 (5th edition). 176 pp., ISBN: 0566074729 (paperback) £15.95

Leadership is a key aspect of human capital development and a differentiator in the global war for talent. While individual leaders matter, leadership practices matter just as much because good leadership turns individual abilities into organizational capabilities. Many definitions of leadership exist. Most people would agree that leadership involves the process of influencing others to get something done. Leadership ultimately involves human interaction and behavior. Therefore, an important step in understanding leadership in different contexts is to focus on the drivers of human behavior.