It’s Time To Change The Way You Approach Global Hiring

The frequency of hiring people globally through outsourcing has doubled today. Recruitment has been reduced to a bare minimum. According to Korn Ferry data, around 40% of US corporations have outsourced most, if not all, of the recruitment procedures. LinkedIn and other social media platforms have become a goldmine for finding the top talent. Subcontractors explore these platforms for qualified prospects. They approach them personally to encourage them to apply for a job and negotiate a wage.

It’s time to rethink your international hiring approach. Recruitment has become much more challenging than in the previous years due to the increased retirement rate of baby boomers, decreased unemployment rate, and increased demand for exceptionally experienced top talent. Thus, competent human resource professionals are adopting strategies to broaden their talent pipeline outside their immediate surroundings. Following are the hiring tactics to recruit a compliant team globally.

Table of Contents

1. Developing An Effective Hiring Strategy That Targets Hard-To-Find Talent

In recruiting overseas, it is crucial to remember that previous knowledge will not work, and applying it to the dynamic global market will produce poor results. Building a clear message and strategy for the worldwide talent market is crucial. Make your strategy on the best practices that include creating a single source of true and authentic data related to jobs, scheduling and communicating in local times and languages, and keeping all of the job offers branded and consistent.

2. Do Not Post Jobs That Are Fictitious Or Phantom

Some jobs are phantom and don’t actually exist because the companies are just fishing for applicants. Even if the position has been filled and the job is no longer available, it will still be open to continue collecting candidates. The recruiters find it difficult to close a job because taking the ad down involves more work than leaving it up. Unscrupulous recruitment agencies may place advertisements asking for resumes to offer them elsewhere to their clients. The labor market appears to be narrower because of these phantom job postings. A job ad should be removed if hiring has been done for a specific role.

3. Taking Employment Discrimination Seriously

Discrimination, whether intentional or unintentional, is criminal regardless of intent. Do not treat any candidate unfairly because of different characteristics like gender, age, race, ethnicity, religious beliefs, nationality, and disability. The company must demonstrate that the recruiting procedure is not biased. If everyone in your organization comes from the same background, you’ll need to adjust your hiring strategy by making it more inclusive and lowering the risks of discrimination.

4. Outsourcing Hiring Services By PEO Employment

Think about contracting out some of your global hirings to third-party companies, such as a professional employer organization. PEO employment assists in HR responsibilities such as providing comprehensive employee management services including recruiting, onboarding, and managing payroll and compensation packages. Global top talent can be easily outsourced and hired through international PEOs according to local legal requirements. They enable companies to tap the international market without establishing a local entity, which streamlines the hiring process and results in reduced costs.

5. Be Aware Of The Referral Limitations

Employee referrals are the most prevalent way for recruits to be found. According to LinkedIn data, up to 48% of employees are hired through referrals. It appears to be a low-cost option, but does it result in more qualified candidates? The companies should use referrals, but only to a limited extent. Referrals can result in a homogenous workforce since those whom we know usually have similar characteristics.

6. Understand The Local Culture, Logistics, And Compensation Expectations

The job of hiring managers never gets done even if they have recruited a brilliant international worker. HR frequently assists employees with establishing their homes in the international market, obtaining family health insurance, and learning where to shop. They also assist with opening bank accounts and adjusting to company and regional conventions. Thus, understanding the local culture and logistics is crucial for hiring managers. Further, knowing the local compensation expectations eases the recruitment process because the managers will become aware of the value of the local currency.

The Bottom Line

Prioritize the demands and needs of your workers, when recruiting internationally. A company cannot sustain itself in a competitive international market if it does not know whether the people it chooses will be competent workers. To remain competitive in the hiring process, be proactive in studying the market and identifying what you can offer.

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