国際的こくさいてきな人材じんざい危機きき：“ボーダレス採用さいよう”の台頭たいとうと持続可能じぞくかのうな人材じんざいパイプラインの構築こうちく

As the President of the World Employment Confederation WEC and an employment expert who is well-versed in global labor market trends, I would like to emphasize the fundamental changes in the talent gap that modern companies are facing.

The current labor shortage situation may be somewhat less urgent compared to the employment crisis in 2022, which was exacerbated by the pandemic and its effects.

However, with demographic changes and the development of new technologies, traditional recruitment strategies are increasingly insufficient to meet the demands of the times.

The generation at the core of the workforce is retiring in large numbers, and as innovations in automation, including AI, advance, companies are finding themselves in greater need of highly advanced and specialized skills than ever before.

Policies in each country are also supporting this trend.

For example, India sends a large workforce to the labor markets of many countries through bilateral agreements, forming talent corridors that coordinate cross-border demand and supply.

For developed countries facing population decline, the existence of talent corridors has become an essential factor in addressing geopolitical risks.

These initiatives have become effective ways for companies to access external resources amid global trends such as unpredictable pandemic responses, the strengthening of digital sovereignty, and stricter immigration controls.

Despite barriers such as skills, language, and regulatory challenges, the trend of overcoming geographical limitations in talent acquisition is gradually becoming more prevalent.

Thats exactly what cross-border hiring is.

Due to the development of remote work, the range of talent recruitment for companies has expanded not only domestically but also globally.

Utilizing foreign labor is no longer an option only for large multinational corporations, but has become a realistic choice for small and medium-sized enterprises as well.

The advancement of technology has contributed to improving the accuracy of matching supply and demand as well as the efficiency of the hiring process, but issues regarding management and ethical standards in international recruitment still persist.

In order to eliminate illegal hiring practices by malicious employers and establish a fair working environment, it is necessary not only for companies to strictly adhere to ethical standards, but also for supervisory agencies and industry organizations to implement global governance.

As society ages and international competition intensifies, the importance of hiring international talent will become increasingly significant in the future.

Companies have no choice but to build sustainable human resources through risk diversification, the introduction of innovative technologies, and adherence to ethics.

To adapt to irreversible changes, it is necessary to redefine international recruitment not merely as a temporary talent attraction measure, but as a talent strategy aimed at enhancing the overall soundness of the company.

To achieve that, innovative decision-making, promotion of diversity, and the utilization of digital technology—such new management approaches will be essential.