ABSTRACT
High levels of recruitment activity can be attributed to specific conflicting pressures. On the one hand the HI worldwide reports skill shortages and fails to fill current vacancies (IDS, 1998b; ILO, 2001; HtF, 2000, 2002), inferring a quality problem. Employers may not be targeting appropriate groups of people or national training frameworks may be inadequately geared to the industry’s needs. Considering only locals as a source of labour may be outdated in a global economy (Choi et al., 2000). Technological advances facilitate the finding of required labour by targeting recruitment in developing countries, where there are high rates of unemployment among skilled workers, e.g. in Bangladesh 40 per cent of people with a Master’s degree are unemployed or under-employed. The increasing presence of MNCs in tourism, in countries such as India, may not necessarily be met by an adequate supply of skilled workers (Singh, 1997). Skills shortages in Florida are overcome by recruiting from Puerto Rico (Mayer, 2002).
