The Global Contracting Talent Project

In-depth research on how to find, mobilize, retain, and develop world class talent for global projects.

Leading with Talent...

We're interviewing senior executives, HR leaders, and operational program managers at the top global contractors to identify how they find, mobilize, retain, and develop world class talent for their international projects.

In short, how can we improve HR and recruitment practices in the industry for both contractors and employees?

Sectors covered include:

• Defense and Government Contracting
• Security Services
• Engineering & Construction
• Energy & Infrastructure
• Aid & Development 

After 20 years in global contracting in a diverse range of operating environments and organizations, we're convinced that the only differentiators worth having are smart, results-driven culture and great people. At the same time we've also experienced the unique challenges of building strong culture in an industry as dynamic and fragmented as international contracting.

"Sometimes as contractors it's difficult to find the right talent (when we need it) for our fast-moving projects, and to keep our talent recruiting pipeline in sync with our business development efforts."

"Sometimes as employees it's tough to make transitions between projects or maintain career continuity when projects come to an end or change-over to other companies."

FRAMCOR has set out to improve talent management in global contracting. 
Maybe it's a certain technology or service that can be developed, or even an innovation in traditional recruiting to better match the needs of HR and Operations leadership for international contractors. We need your feedback and ideas to decide the best solution.

Some topics being covered in our research: 

Recruitment

• How do you find talented leaders and technical experts?
• Are you using executive recruiters or managing in-house?
• How do you assess and screen for cultural fit for new employees?
• Is your talent pipeline synced to your business development efforts?

People Analytics

• Does your company use personality & behavioral assessments during the hiring process?
• Do your executive leaders have access to advanced analytical data about each employee and team?
• Are you measuring & tracking retention, engagement, efficiency?

Talent Development

• Do employees have individual development plans to advance their careers in your company?
• Is there a detailed succession planning process?
• Have you identified your top high-potential leaders for development & progression?