The Recruitment Industry in U.S.A.

The Recruitment Industry in U.S.A.

Future Manager Alliance is the first Global player focused on the executive search of young managers. Offering a Global service with Local expertise, this week we will give you insights into the U.S.A. recruitment industry for both companies and candidates.                                                                                                                                                                                                                                                                                                                                                                                              

What defines the USA market?

As a cross industry diagnostic there are several defined markets in the U.S.A. among which the main ones are the financial services market and foreign companies setting up in the States.

The most active sectors at the moment are:

  • food,
  • fashion & luxury,
  • medical technology (especially startups),
  • compliance and
  • crypto currencies.

In the recruitment industry, the U.S.A. is characterized by a low unemployment, which makes finding good candidates very difficult, and also gives the candidates power to negotiate and choose their next move.

On the other side, the market is growing at a high pace and there is a great expansion in many sectors. This translates in a high demand for skilled candidates.

The most required roles in all industries are:

  • Sales
  • IT
  • Compliance

The low unemployment reflects also the low turnover rate in the workplace and the scarcity of an active searching workforce; companies are improving their workforce loyalty and people do not easily move from their current job.

In specific it appears from the data that the turnover in the workforce depends on the generation: Millennials change work every 2 to 3 years while the Generation Y and Baby Boomers every 6 to 7 years or more. This affects the way we recruit and find candidates, bringing us to develop ways to reach out to passive candidates to present them the best opportunities and to bring to our clients the best candidates.

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Meet the Area Manager

Len Adams is the U.S.A. Area Manager. He has been active in FMA since 2017 and successfully helped Italian and French clients that wanted to establish their operations in the U.S.A. and to expand in the market

Why did you decide to join FMA?

Len: I was charmed by the vision and presence of Salvatore Corradi (the Chairman). His vision perfectly aligned with the type of activities that we are interested in: having a local presence with a global perspective.

What would you say are the advantages for your clients to use FMA?

Len: It provides the clients the ability to access to all the partners around the world to help them in their recruitment needs worldwide.

Which are your specialization or other services?

Len: We are generalist (executive search) but we have specializations in:

  • FinTech,
  • Finance,
  • Sales,
  • Food
  • Compliance

And we offer to our clients also Temporary work and Interim Management

Could you tell us some differences between your market and the rest of the world?

Len: A great challenge in the U.S.A is the type of question that you can ask to the candidates. It is forbidden by law to ask any type of questions related to age and marital status and pictures on the resume cannot be requested.
This means that we need to teach and help our international clients walk through these rules with the nuances of what they can and cannot ask.
It is quite common for the candidates to negotiate their salaries, unlike Europe where is not a common approach. Moreover, bonuses are a large part in the total yearly wage and can include packages such as retirement options.

Culture is a big factor in global recruitment, what would you say defines your culture and how you approach it as a recruiter?

Len: We are usually very open to the different cultures, in the last 35 years, we have worked with foreign companies and we are accustomed to work with other cultures and for this reason we have a very high comfort level when dealing with other cultures. One difference between the U.S.A market and the rest of the world, that sometimes can be a challenge, is the pace of activities: in U.S.A everything goes really fast; for example sometimes we can present candidates in 48 hours.

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Dos and Don'ts

Must follow rules in U.S.A.:

As in any country, in U.S.A. there are rules on what recruiters can or can not ask while interviewing candidates.
According to the Federal laws (Equal Employment Opportunity Commission) it is illegal to discriminate against a job applicant or an employee because of the person's:

  • Age,
  • Race,
  • Marital status,
  • Religious orientation,
  • Pregnancy status,
  • Financial Status,
  • Citizenship,
  • Disability or
  • National Origin

Questions that relate to these topics cannot be asked to candidates in any way, not evenly indirectly.

Social media should not be used for controls or checking information with background controls as employment checks are the standard.
Moreover pictures are forbidden on resumes as it could serve as a proxy for race or age questions and is considered discriminatory.

Advice from the expert
While operating in the U.S.A. a couple of points are very important:

  • Speed: if the candidates are committed to move, things can be done at a quite speedily as candidates have usually 14 days notice period. When the process is started, it has to be kept running swiftly.

  • Knowing the specificities of each nation is very important, as the market, laws and business approach can be different. For example there can be differences between operating in New York, Florida or California.

Being a candidate

Our FMA Area Manager Len Adams, offers his expert advice for the candidates that are looking for a new challenge or interested to learn something from a specialist in the field.

"When talking about hard skills, it is difficult to compare an IT with as salesperson: as they are very different job, it is normal that they do not share the same expertise. In a salesperson personality and aggressiveness are seen as an advantage for a candidate, but the same cannot be said for the IT person. Therefore, the hard skills are very industry-dependent and there is no general rule.

However, Len shares what are the soft skills most researched by companies in the last period:

  1. Consistency: career choices that have consistency among them are seen as a great value for companies

  2. Commitment: people that are willing to commit in what they do and believe.

  3. Honesty: this skill is seen as a must have for any candidate. Giving honest answers and not the answers that the company expects benefits both sides: the expectations of the companies and the fit between the latter and the candidate will be much better and will not create friction due to untruthful affirmations.

Part of soft skills is also how you present yourself, as a last advice Len strongly recommends candidates to present themselves always professionally (Business dress code) even if it is a Skype interview. Giving the best image possible to the company is a great first move for any position in any market.

Future Manager Alliance

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