Global recruiting gives a benefit of finding the best talents from anywhere in the world.
In the year 2019, technology will keep advancing, the world will get even smaller with faster connections and thus global recruitment is more than a serious option for companies. There are many ways to approach international recruiting – such as video recruitment, mobile recruitment and social media recruitment – but all companies want to take the steps which lead to recruiting the best candidates before others. How should HR approach their global recruiting in order to find the best out of the best?
Find the countries with new talent waves
In international recruitment people can be hired literally from anywhere in the world. This offers an enormous amount of options for possible candidates but also makes it harder to find the needle from the haystack. The newly advanced BRIC economies (Brazil, Russia, India, China) are the places where HR should turn their attention to. On top of that, Goldman Sachs Group – a banking, securities and investment management firm – has introduced the "Next-11" or N-11. N-11 is a list of eleven emerging markets that could potentially rival G7: Bangladesh, Egypt, Indonesia, Iran, South-Korea, Mexico, Nigeria, Pakistan, Philippines, Turkey and Vietnam. This is where HR management should turn their attention to if they wish to be the first to find and attract the top candidates.
Don’t forget women
Brazil, Russia, India, China and The United Arab Emirates are surging millions of highly educated women into labor market. Unfortunately, this gigantic and ambitious talent pool is not currently tapped by employers, but men are still considered necessary in the battle of the best talents. One reason, noted by Sylvia Ann Hewlett, expert on gender and workplace issues, in her book “Winning the War for Talent in Emerging Markets – Why Women are the solutions”, is that attracting and retaining talented women in emerging economies requires different strategies than those used in masculine markets. However, the company who invests in this and takes the ambitious women as a serious addition to the labor market will reap the benefits of highly educated employees.
Tailor your social media recruitment for the local market
LinkedIn, Facebook and Twitter are the most used and most effective channels to find employee talents in USA, Europe and Australia. This isn’t, however, the case globally. Some countries have their own social platforms which are more effective in recruiting and employee engaging than this Western Trio. For example, in Russia, Vkontake is the most popular social media platform. In Japan, Twitter is one of the most common social media platforms people use. Meanwhile in China, WeChat has over 1.08 billion monthly users, and an average Chinese uses the app more than 70 minutes each day. Another Chinese social media platform, Weibo, reaches 340 million active users monthly, and is popular especially among young white-collar workers and the urban online population.
So, to reach the local talents, you should approach them via the most popular social media platform used in that specific country. American Press Institute says that around 88 % of Millennials are using social media daily. If you are trying to catch a millennial's attention, then you should consider using social media.
Understand the local culture
Ways of working and acting in a job vary from culture to culture. By understanding the culture where you are hiring candidates from gives you the benefit of getting the best out of the candidates’ talents and helps your candidates to fit in. By understanding the local culture, you can guide your new foreign employees into your company culture – and also prepare for any possible problems beforehand.
For example, in Japan an employee can’t leave from the workplace before their superiors do. If they did, it would be seen as highly disrespectful and lazy. Thus, a Japanese employee will most likely stay in the office or in their remote work for extra hours each day to make sure they are not offending their superiors.
For understanding the local culture, these six questions should be looked at in recruiting:
Distance to Power Index: How individuals relate to power and hierarchy
Individualism vs. Collectivism: Whether the individual or the group is more important
Uncertainty Avoidance: How much comfort with uncertainty does the society have
Masculinity vs. Femininity: Whether a society tends to have more “tough or tender” values
Long-term vs. Short-term Orientation: How far into the future do most people focus
Indulgence vs. Restraint: The value of self-discipline in a society
Realize that remote work is here to stay
In the modern world, employees don’t need to be in the same office or even in the same country. With technology, it is possible to follow, report, participate, discuss, negotiate, weight and brainstorm with co-workers without being in the same space.
As for global recruiting, working remotely saves the hassle with working visas and immigration. Hired candidates can start working pretty much immediately without long waiting times. Reaching and supervising them is easy with different work-related applications, like Slack, Toggl and Asana.
Offering the global work force a possibility to work remotely you increase the candidates’ interest. Many employees aren’t keen to move to another country for personal reasons; family, hobbies, children’s school and friends, familiar living environment and so on.
Take advantage of technology
As laptops, mobile phones and tablets are at our reach on daily basis, it’s easy to handle the whole recruiting process remotely. Don’t hesitate to approach your recruitment with a customizable video recruiting tool, which is fast, easy to use for both parties and gives HR a possibility to see the candidates. With a video tool, recruiting is not a faceless act and it works better than the old-fashioned recruiting. Video recruitment tools have an in-built commenting and rating system, so if wanted, the whole group of recruiters or the company’s employees can discuss about the candidates to find the best match for the open job. The current Millennial workforce has grown up with videos and they have used and are comfortable with technology based recruitment tools.
When it comes to technologies, companies operating in EU should also mind about The General Data Protection Regulation (GDPR). The GDPR aims primarily to give control back to citizens and residents over their personal data and to simplify the regulatory environment for international business by unifying the regulation within the EU.
Companies need to clearly inform their customers about the following things:
What data does the company have
Where the data is located
For what usage is the data collected
Who has administration rights for the collected data
Who has access for the collected data
How does the data move between different programs
How can an individual achieve, correct or remove all stored data
As mobile phones are a part of our daily lives, it would be simply stupid to not make your recruitment mobile friendly. Make sure the applicant can send you their resume and CV easily as a link, for example via DropBox. Your application form should be easy to read and fill in with a mobile. Don’t forget to make your company’s webpage mobile friendly, too.
War for talent requires our recruitment processes to be lean and optimized. Test yours to find out if it's up for the battle with Modern Recruitment Checklist and you're 1 step closer to become lean.