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IPMERC

Recruitment training for HR teams, by market.

8 markets

How hiring conversations run where you hire, and what the method changes there. The frameworks do not change at the border; the examples do, and so does what is honest to say about a European platform.

United StatesAt-will offers, pay transparency laws, and counter-offers that move in daysUnited KingdomNotice periods, right-to-work checks, and the counter-offer monthSingaporeFair consideration, work passes, and hiring for a region from one cityIndiaLong notice periods, offer drop-outs, and CTC conversationsGermanyProbezeit, quarter-end notice, and the works council in the roomFranceCDI and CDD, the période d'essai, and packages over thirteen monthsBelgiumTwo languages, the unified statute, and packages built from benefitsNetherlandsHome market of the method: trial periods, the chain rule, and NCNP fees

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One method, local conversations.

Every page says what is European about IPMERC and what is not.

IPMERC Research and IPMERC Futures cover nine European regions. For the Netherlands, Belgium, Germany and France that is live market evidence beside the training. For the United States, the United Kingdom, Singapore and India it is not, and those pages say so: what a team there buys is the training and the knowledge base.

What travels is the structure of a hiring conversation: how to open it, how to find out what the other side needs, how to present in those terms, how to handle the objection that decides the outcome, and how to close on a confirmed next step. Each market page walks through the local version of those four moments.

Start with the market you hire in.

The NetherlandsTalk to us about a rollout