“Now we see everything that’s going wrong
With the world and those who lead it
We just feel like we don’t have the means
To rise above and beat it

So we keep waiting
Waiting on the world to change
We keep on waiting
Waiting on the world to change”

John Mayer (Waiting on the World to Change)

Hello my name is Peter Campbell and I am the Managing Director of Caribbean East Atlantic Company Limited. My job is to give an ethos to the work that we do as a company. I will try to represent a coherent and practical opinion on “The Big Issues”. I believe that there are bigger issues to you the reader than poverty, war, racism or even climate change. I believe that your personal job security means more to you than any of the issues named above. Some of you may not even have a job and I don’t mean to exclude you. When I refer to the issue of job security I am referring to the entire process from education to job acquisition to job retention to retirement. Part of the reason why I got into this field was because I saw that if we solved the big issue of people’s job security we would positively affect the world economy, poverty, war, racism and even climate change.

What is job security?

Job security encompasses a lot of things, I believe. It includes knowing you are one of only a few people who are qualified to do your job and so there is a likelihood that you can retain that job and grow and progress within that career. In the wider picture it means that there are other jobs available and you have the means to take that job if the need arose. In a nutshell job security is having power over your source of income.

The purpose of a Recruitment Consultancy

I believe that the purpose of a recruitment consultancy is to provide coherence and efficiency to the process of the right person finding the right job. The recruitment consultancy as a machine of change should strive to bring employers and employees together and tackle the wider issues of job security which are of interest to employers and employees. Employers need employees to retain their jobs. Employees need to know that they are valued and respected. We strive to give employers the certainty that the best person has gotten the job from a wide cross section of available people and that this person will retain the job and become a valuable asset to the company.

We strive to give employees a choice even before they become employees. They should know what’s out there in the world and the pathway they should take to take advantage of existing opportunities. Once a potential employee has qualified themselves for a job there should be a system in place to promote them into jobs automatically. But we don’t live in a “should world”. We live in a world where professional people still do not have the right to a job. Our business seeks to use the system as it is to make it into what we want it to be.

How do we use the system?

We identify shortage areas. We then source people from around the world to fill them. We expect that the presence of these highly skilled people working to build the system will create jobs for other people and will stimulate the world job market to train towards filling shortage instead of glut areas. This means that an intelligent guy like myself would have been encouraged by circumstances to go into social work or teaching or engineering or some other shortage area instead of media where there was no growth where I was at the time.

Staff should be trained to fill a global need not just a local need or the individual interests of people. In simple terms you should do the job that is necessary to the world society not the job that you have decided from your limited outlook. I believe that if more people did necessary jobs in shortage areas then they would make more money and contribute to the growth and resurgence of the world economy. You would also have the security of knowing there wasn’t an oversupply of people doing what you do. This would lead to job security and a better bargaining position with employers. A conscious system of oversight would ensure that once an industry was no longer a shortage area then universities would limit their production of these professionals to the replacement level ensuring that younger cheaper staff does not displace experienced people who already hold the position.

The recruitment consultancy of the CEAC is one which is geared towards the bigger issue which is people’s job security. In my next blog I will discuss the relocation consultancy arm of the business that we do.

My name is Peter Campbell. One day my generation will rule the population. I will not wait for the world to change.