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April 14, 2006
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You Should Know
Canada:
Study shows Moncton grads will resist brain drain
A new study has found that most graduates from the Université de Moncton are choosing to stay and work in New Brunswick. University president Yvon Fontaine says the study is proof that eight out of 10 graduates have remained in New Brunswick, and most of them return to their home towns for full-time jobs. (CBC)



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Global:
Brain drain
A brain drain or human capital flight is an emigration of trained and talented individuals ("human capital") for other nations or jurisdictions, due to conflict or lack of opportunity or health hazards where they are living. It parallels the term "capital flight" which refers to financial capital which is no longer invested in the country where its owner lives and earned it. Investment in higher education is lost when the trained individual leaves, usually not to return. Also whatever social capital the individual has been a part of is reduced by their departure. Spokesmen for the Royal Society of London first coined the expression "brain drain" to describe the outflow of scientists and technologists to the United States and Canada in the early 1950s. (Wikipedia, the free encyclopedia)


PanAfrica: Spend On Science to Beat Brain Drain, Says WHO Head
The director-general of the World Health Organization has urged African nations to spend more on science to help counter the brain drain. Speaking at a press conference in Lusaka, Zambia on Friday (7 April), Lee Jong-wook said countries must invest in infrastructure and equipment to retain workers at universities, research laboratories and health institutions. (All Africa)


Africa suffering from a 'brain drain'
Africa is suffering from a brain drain, losing one third of its professionals to the developed world, South African Education Minister Naledi Pandor says. Ms Pandor told a university conference in Adelaide that in Ghana and Zimbabwe three quarters of all doctors migrate within a few years of completing their medical degree. It was estimated that in the past 10 years about half of the Ethiopians who went abroad for study or training did not return, she said. (FairfaxDigital)


Brain Drain



Historically, wars between nations, and later between people, have always been about land and its approriation.
Now that the land is generally distributed, a new type of war has appeared, the war about technology and its control.
This is, I believe, the new threat for the upcoming century
Shimon Perez


Brain Drain outside European countries has received an extensive coverage from media and has been the subject of many discussions. Beeing directly involved in this matter, the Swiss-List members are particularly well suited to further investigate its consequences. (Swiss LIst)

How To Plug Europe's Brain Drain
Europe's best and brightest scientific minds are leaving in droves for the U.S. — and billions of euros and thousands of jobs are at stake. Here's how Europe is trying to lure them back
When Valerio Dorrello looks around his lab, he sees a miniature European Union. As the afternoon sun streams in, the Italian postdoctoral fellow stands at his sink, changing solutions for one of his experiments. A Spanish colleague, Virginia Amador, pours a gel between glass plates, while a German researcher named Tarig Bashir works on a computer nearby. Their primary investigator, Michele Pagano, is Italian. Two other postdocs are Italian, too, while two more are French. There's such a jumble of languages in the group, which is doing cancer research, that its members have talked about putting up a keyword chart by the telephone with basic phrases in all their languages, "so anyone can say, 'He's not here' in Italian if my mom calls," says Dorrello, punctuating his Neapolitan-accented staccato with laughs. "We're going to make it with flags and everything."  (Time)


Brain Drain
As globalisation speeds on, goods, services and people are moving across national borders as never before. Recently, one group of migrants – those "highly skilled" in science and technology – has become the focus of worldwide scrutiny. Scientists, engineers, information technology (IT) experts and talented university students from poorer countries are flocking to the industrialised world, drawn by the promise of better salaries and working conditions. But not everyone is happy with this arrangement; many – including the governments of some developing countries – regard the phenomenon as a "brain drain" that must be curbed. Others view the situation as with greater optimism, pointing out potentially significant benefits for countries of origin. (Sci.dev.net)


Reassessing the Impacts of Brain Drain on Developing Countries
More than a decade ago, US presidential candidate Ross Perot talked about the "giant sucking sound" made as American jobs went south of the border. These days, there is a far more significant sucking sound, one that concerns the whole world and one that could impede collective efforts to make poverty history. That new sucking sound is being made by highly skilled people leaving developing countries and heading to the developed world. (MigrationInformationSource)


India
:
More quota in IITs, IIMs to trigger another brain drain wave'
Concerned over the Government's proposal to increase reservation in IIMs and IITs, All India Management Association today said the move would trigger another brain drain. "It will definitely be a step backwards from the position of meritocracy that Indian education system is held in high esteem all over the world," AIMA President Sudhir Jalan said in a statement here. (The Hindu)





Nigeria:
Brain drain in health sector
The Federal Ministry of Health recently released worrisome figures on the number of health professionals who have migrated out of the country in search of better jobs in countries like the United Kingdom, the United States of America and Saudi Arabia. The Minister of State for Health, Mrs. Tayo Alao, in an address to journalists on the occasion of the World Health Day, bemoaned the fact that 10,000 of Nigeria's 35,000 registered medical doctors had, as at July 2003, left the country in search of better employment abroad.Twenty per cent of the nation's 10,364 registered pharmacists migrated abroad or to other professions during the same period while figures from the Nursing and Midwifery Council of Nigeria indicated that an increasing number of registered nurses were leaving our shores to work in foreign countries. (Sun News)

Philippines:
The Brain Drain
The front-page headline in this newspaper on Sunday was in connection with a report from the World Health Organization that the Philippines would shortly have insufficient trained nurses with which to maintain the health service. This report came hard on the heels of reports earlier last week that consideration was being given to forbidding airline pilots from taking jobs with foreign airlines. (ABS)


Sierra Leone:
Sierra Leone: Health Minister Advocates for Brain Drain to Be Addressed
Minister of Health and Sanitation, Abator Thomas has advocated for the issue of brain drain in the health sector to be tackled with the utmost urgency. She was advocating during the observation of World Health Day, Friday. In observance of the day, Abator Thomas in her broadcast to the nation stated this year's celebration, focuses on Health Providers. She said each country in the world is faced with challenges that militate against the health of the population, adding that the factors vary in terms of poverty, natural disaster, culture and man-made problems. (All Africa)


UK:
Brain drain threat to jobs and growth
NEARLY 60,000 jobs will be created in the financial and professional services sector in Greater Manchester over the next 10 years, but only if some significant hurdles are overcome, says a new report. The legal and accountancy professions are expected to enjoy the greatest expansion but banking and insurance could see a decline in their fortunes. (ManchesterOnline)


US:
Stemming 'brain drain' locally
Local numbers
  HS grad College grad
Fort Wayne 83.2 % 19.4 %
Allen County 85.7 % 22.7 %
Indiana 82.1 % 19.4 %
United States 80.0 % 24.0 %


Source: 2000 Census  .
On the Web


Visit .wid.ap.org/education/indexhtml  to see how the education levels in your neighborhood compare with other neighborhoods across the country.

Stemming ‘brain drain'
The "Brain Gain" program attempts to bolster the number of college graduates in Fort Wayne and Allen County by rewarding them for agreeing to live and work here. The first three recipients of Brain Gain awards, worth $2,500 a year for up to four years, were announced in November. City Councilman John Crawford, who created Brain Gain, said more recipients are expected to be chosen soon. He was not surprised to hear the Associated Press reporting that college graduates are fleeing to the largest cities. "All we can do is try to swim against that tide as much as we can and make us more attractive than those 21 cities or the other cities that are our size in our area." (NewsSentinel)


Brain drain hits Homeland Security
The Homeland Security Department is losing top managers and rank-and-file employees in a brain drain that could affect morale and the nation's safety, according to members of Congress and labor experts. Homeland Security is "hemorrhaging on the front lines and higher up," says New York University professor Paul Light, an expert on the federal workforce. The turnover comes amid renewed threats of terrorism and as the department readies itself for another hurricane season. (USA TODAY)


Brain Drain - Many skilled foreigners leaving U.S.: Exodus rooted in backlog for permanent status
When the Senate immigration bill fell apart last week, it did more than stymie efforts to deal with illegal immigration. It derailed efforts to deal with an equally vexing business concern: a backlog in applications for so-called green cards, the coveted cards that are actually pink or white and that offer proof of lawful permanent residency. Many people now wait six years or longer for the card. There are 526,000 applications pending, according to Immigration Voice, an advocacy group that tracks government data. (News & Observer)


Deep Release:
Hiring the Right Joe and Not Just Another Joker

With over 16 million people employed in sales and sales-related positions, there certainly is no shortage of salespeople with experience. Billions of dollars are spent each year on sales training so it seems unlikely that there is a lack of sales knowledge. And yet there is no single position that demands comparable attention and investment from executives, business owners, and managers than sales when it comes to recruiting and hiring.

Given all the data and information and past experiences about how personalities affect sales performance, doesn't it make sense for hiring managers to understand what makes successful sales people tick?

Recent validation studies and thousands of empirical experiences prove that personality traits give managers a leg up in hiring salespeople who can meet and exceed expectations. But not everyone with the "right" personality becomes successful. Why? Because personality is not a case of you have it or you don't. Personality traits provide a recipe for success but other factors determine whether these traits will be turned on....or just lie dormant.

What are these "other" factors? In addition to some genetic component, environment certainly influences how an individual uses these natural abilities. For example, growing up in a family of extroverts with parents who encourage a bit of risk-taking will turn on different traits than a conservative upbringing that values a subdued, private lifestyle and feels that a bird in hand is worth more than two in the bush.

Personality traits also combine in unique ways. The number of possibilities is enormous which explains why two people who might look capable of selling (or doing any job for that matter) perform very differently in the workplace. That explains why understanding combinations of personality traits gives managers a new powerful tool in making hiring and training decisions and getting the most out of their employees.

What it comes down to is this: Single personality traits do not predict performance but combinations of personality traits do. More specifically, unique combinations of personality traits working together predict an individual's natural ability to succeed at certain work-related skills.

For example, customer focus is a critical competency for Joe's job as sales director. But he's struggling. Personality implications for customer focus are insight, positive attitude toward people, work pace and assertiveness. Joe falls within the recommended benchmarks for the first three, but flags assertiveness. While Joe looks out for the customer, projects a positive outlook and works at a reasonable pace, his low assertiveness prevents him from standing up for customer-focused initiatives and complaints.

A different problem arises if we look at the competency "persuading to buy." Personality implications include assertiveness, work pace and sociability. Based on his personality assessment, a manager would find none of his traits "help" his ability in this area.

Joe will have difficulty working with strong-willed customers and he may hesitate to ask for the sale. A few customers may even intimidate him. And while positive about people, his reserved nature may deter him from "working the crowd" and networking to engage new customers and bond with existing ones. Finally, his work pace, while adequate for customer service, falls short for top sales effectiveness.

Another key competency for sales is negotiation and personality definitely influences an individual's innate ability to get others to reach a mutually beneficial agreement. Personality implications for negotiation include assertiveness, need to be liked, positive toward people, insight, frustration tolerance, criticism tolerance and self-control. Personality "helps" include his positive approach and broad outlook in searching for common ground. But certain traits may hinder his chances for success. Like the situations above, his low assertiveness may make it difficult for him to promote or sustain his position. Others may control the discussions and influence the outcomes. His need to be liked may drive his efforts to winning new friends rather than closing the deal. And his low frustration tolerance may force him to reveal his cards, compromise, or walk away too early.

Not unlike many of our engagements, we were called about Joe after he was hired. Our client-to-be wanted to know: is Joe worth keeping? And if so, what can they do to motivate him? Would coaching be a worthwhile investment?

The first question I always ask is, "Tell me more about Joe." What I hear most often is that Joe had something like 10 years of experience, worked in our industry, won numerous sales awards and came highly recommended. Occasionally my client will tell me they used a "test." Most often, the assessment is a behavioral assessment such as DISC or Myers-Brigg Temperament. Rarely do we hear the employee was screened using a competency based process or instrument. The result is that they hired Joe because his "behavior" was right for the job. As it turns out, behavioral style doesn't measure competence. Just because they look like they can sell and they talk like they can sell doesn't mean they can - or will - sell.

In Joe's case, the client was impressed - and to some degree "blind-sided" - by his experience, positive outlook toward people, practical and pragmatic approach to decision making, attitude toward teamwork, reserved manner, and attention to details. Compared to his predecessor, "General Patton on steroids", Joe was a breath of fresh air - until it came to getting results.

By failing to assess Joe's personality and cognitive (general mental abilities) skills and how they impact specific competency-driven performance factors, our client ignored how his low assertiveness, low frustration tolerance, high self-control, and average general mental abilities would work in cahoots to undermine his effectiveness when negotiating, persuading, and motivating others. Joe didn't lie on his resume or put on a show for his interview. Joe actually portrayed himself to be exactly who he was. Our client, like many other managers and owners, had selective interviewing - he saw what he wanted and ignored what he didn't.

Not unlike many managers and business owners, our client wrote off personality testing. He previously viewed tests as tools that provided "nice-to-know" information but not predictable and reliable instruments that can predict a candidate or employee's natural ability to perform specific professional and management skills at the highest level.

As our client found out after the fact, the right personality test, and more importantly the right interpretation, can help uncover what you can't see and differentiate between hiring top performers or just another Joe.

Customer focus, negotiation and persuading to buy are just three of thirty-eight competencies included in the SSM competency library. Click On Our Sponsors




Coming Soon

  Lucas Group and The Wall Street Journal:
Executive Diversity Career Fair
April 19, 2006

Chicago
, IL -
Embassy Suites, Chicago Downtown
For details:awasson@lucasgroup.com

NYHR Week 06
New York Hilton
April 25 - 28< 2006
$1,695
Register

Kennedy Information's
Recruiting 2006 Conference and Expo
May 10 - 11
Las Vegas
$1,195
Register
 
HR Shared Services Summit
Optimizing HR Shared Services to Achieve Excellence in Your Organization
$1,999
May 22 - 24, 2006 ·
Sonesta Hotel - Coconut Grove, FL
NACE National Meeting & Expo
Anaheim Marriott/
Anaheim Convention Center
May 30 - June 2, 2006
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3rd Annual Best Practices in Talent Management, Leadership Development and Succession Planning Conference
25th - 26th May 2006
Barcelona, Spain
£
2006.57
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Hunt Scanlon Advisors present
Generating Higher ROI on Human Capital
June 7, 2006
Chicago
OnRec Online Recruitment Conference
Queen Elizabeth II Conference Centre
June 20
Westminster, London
contact:
Chris@OnRec.com
More Info
2006 EREC
21-22 June 2006
ExCel
London, UK
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SHRM's 2006 Annual Conference & Exposition
June 25-28
Washington, D.C.
$1,350
Read more
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OnRec Expo 2006
12-13 September 2006
Donald E. Stephens Convention Center
Chicago
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2006 Strategic HR Conference
October 4-6, 2006
Westin Kierland Resort
Phoenix, Arizona
Human Resource Executive's
9th Annual HR Technology® Conference
Oct. 4-6, 2006
Navy Pier in Chicago, IL

$!095
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2006 SHRM Workplace Diversity Conference
October 16-18, 2006
Century Plaza Hotel and Spa
Los Angeles, California
Hunt Scanlon Advisors present
"Defining Leaders"
New York city
October 18 - 20, 2006
New York Palace
 
HR.com's Employers of Excellence 2006
October 25 - 27, 2006
Red Rock Resort
Las Vegas, Nevada
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