ANNUAL REVIEW

Corporate Immigration 2013

September 2013  |  LABOUR & EMPLOYMENT

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Financier Worldwide canvasses the opinions of leading professionals around the world on the latest trends in corporate immigration.

 

UNITED STATES

Deborah Marlowe

Fragomen, Del Rey, Bernsen & Loewy, LLP

“Successful businesses are increasingly operating globally. By recruiting internationally, employers create a competitive advantage and optimise the potential for success. International recruiting provides employers with a larger pool of applicants and international hires give companies a greater understanding of the global market and regional variances. HR departments definitely contribute to the trend of recruiting foreign nationals.”

 

CANADA

David Crawford

Fragomen

Many people are attracted to the personal and professional development offered by an international assignment, and these people are often very receptive to new ideas and approaches. International assignments not only provide opportunities for getting the best people in skilled roles; the movement of staff can also add incentives and energy to a business’ culture. Many HR departments are looking to recruit people internationally because businesses require specific in-demand skills.”

 

MEXICO

Juan Carlos Aguilar Noble

Fragomen Mexico, S. de R.L. de C.V.

The benefits of international recruitment come both as a consequence and a necessity in today’s markets. Mexico is no exception. International recruitment allows for the integration of talented personnel into growing markets; helps implement international business practices into growing local business opportunities; and allows companies to train local employees on best practices and know-how.”

 

UNITED KINGDOM

Roger Gherson

Gherson

The benefit of international recruitment is the in-depth insight of overseas markets through the recruitment of a global work force, allowing for the cascading of information and best practice. It allows for the testing of alternative methods and structures of work by drawing from the experience of international workers. With globalisation, it is becoming increasingly necessary for HR departments to source talent from the emerging markets so as to better understand their culture and attract business.”

 

FRANCE

Karl Waheed

Karl Waheed Avocats

The market for talent is a global market. French HR departments cannot satisfy their needs simply with a French or even EU-wide search. Accordingly, French HR departments will often go beyond France and the EU. When in-house experience is indispensable, the obvious source after France and the EU is in-house talent located in subsidiaries in emerging markets.”

 

ITALY

Marco Mazzeschi

Mazzeschi

Ninety-five percent of Italian companies are small and medium enterprises which, due also to the stagnancy of the internal market, are facing strong international competition and a need to expand internationally. Accordingly, there have been increasing requests for the recruitment of highly skilled and specialised international personnel. This trend will grow further because companies need workers in specific sectors – such as IT and engineering – who cannot be found in the local market.”

 

JAPAN

Masahito Nakai

Nakai Immigration Services LPC

Due to the rapid decline in the cost of travel and communication, the world has become smaller and smaller, enabling individuals and business entities to connect beyond borders like never before. Indeed, companies engaging in the import or export of goods and services require communication with their counter parts overseas regularly. Manufacturers selling products in markets outside of Japan need to know the needs of their consumers in each region.”

 

AUSTRALIA

Maria Jockel

Holding Redlich

International recruitment enables businesses to meet skilled labour shortages. HR departments look overseas to attract skilled workers as the work force becomes more global in nature and in response to local skilled labour force shortages across various sectors. Overseas skilled workers increase the stock of human capital, encourage skills transfers and promote innovation. They enable today’s business world to recruit the right staff at the right time and with the right skills set, so companies can grow their business and create a stronger workforce.”

 

KENYA

Davis Nyagah

PwC Kenya

The clear driver for international recruitment is the desire for companies to build capacity by importing specialised skills. This is aimed towards not only protecting investor interests for some key positions but also enhancing the transfer of skills to the local headcount. Additionally, multinationals do this in order to move resources that are privy to their internal operations, methodologies, procedures and company culture into their overseas locations for the purposes of knowledge sharing and the enhancement of processes.”


CONTRIBUTORS

Fragomen

Fragomen Mexico, S. de R.L. de C.V.

Fragomen, Del Rey, Bernsen & Loewy, LLP

Gherson

Holding Redlich

Karl Waheed Avocats

Mazzeschi

Nakai Immigration Services LPC

PwC Kenya


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