With hiring practices becoming more aggressive and less limited to local talent pools, businesses need to assess whether they are positioned to handle these employment trends effectively. In most cases, companies may need to make changes, particularly in their talent acquisition strategies and hiring processes. This blog explores six key ways employers can create a successful and efficient global recruiting plan.
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5 Tips to Create an Efficient Global Recruiting Strategy
Before commencing the build-out of an efficient global recruiting pipeline, it may first be useful to examine a few common mistakes that might inhibit such a strategy. These common mistakes typically hamper recruitment on a global scale, even if they work well with local talent pools. In particular, businesses would do well to avoid:
- Using information silos and standalone tools across various recruitment locations
- Retaining complexities or redundancies in the recruitment process
- Making hiring decisions that are not backed by accurate data and/or reports
- Ignoring regional regulatory requirements, compliance needs, and data sources
- Undervaluing the need to invest in a staffing agency, software, or tools that support global recruiting
Instead, businesses may see greater success if they strengthen their recruitment strategies with these five tips:
Create a Culture That Appeals to Top Talent
Businesses with cultures that are inclusive and empowering typically have the best talent working for them. It can be safely inferred that businesses hoping to attract the best talent must do so through a strong employer brand based on authenticity and inclusion.
Obviously, the role, its associated compensation and benefits plans, health coverage, retirement plans, etc. will still play a big part in attracting the right talent. In order to realize greater success in recruitment, on both a local and an international scale, businesses must do more to create a culture within which the best and most promising talent will want to work.
Simplify and Streamline High-Volume Recruitment
Simple and streamlined hiring processes are keys to driving high-volume recruitment efforts. On an international scale, maintaining a streamlined process is even more critical. What exactly a simplified process looks like depends largely on the specifics of a business, its recruiting practices, and its talent needs.
Any areas that are inefficient or likely to create friction need to be addressed. For example, a mortgage firm looking to hire a large number of underwriters or claim examiners would be well served to work with local mortgage recruiters instead of relying on in-house recruiters unfamiliar with international recruitment drives for specialized roles.
Offer a Uniformly Consistent Candidate Experience
Modern recruitment involves multiple touchpoints. This necessitates a consistent experience across all of them. When recruiting from a global talent pool, the need to offer a consistent experience is even more essential.
As global talent pools are larger than local ones, competing businesses may also have access to them; businesses could very quickly lose out on a valuable hiring opportunity simply by offering an inconsistent candidate experience.
Ensure Compliance with International Regulations
Like the United States, most countries have some form of legislation and regulatory framework governing employment. When dealing with local talent pools, businesses typically focus on local laws and regulations. When working with talent pools in different countries and regions, however, remaining ignorant of legislative or regulatory compliances could prove to be a disastrous oversight.
Violation of these protective measures during the recruitment process could trigger fines, penalties, and even legislation that could otherwise easily be avoided. Employers must make every effort to ensure that the recruitment process complies with each country’s unique approach to employment and employment laws.
Personalize Experiences Around Regions/Locations
Laws and regulations are not the only things that vary from country to country – languages, cultures, and social mechanisms are also key touchpoints that employers must not neglect when hiring globally. In fact, these touchpoints may offer a unique opportunity to further strengthen and personalize the candidate experience.
For example, a recruiter that speaks the same native language as the candidate or onboarding material like videos that are recorded in the candidate’s language are opportunities to demonstrate an employer’s commitment to diversity and inclusivity.
