As job openings, applications, and hires soar worldwide, your physical offices no longer dictate your talent pools.
Virtual hiring continues to break down boundaries for talent teams everywhere.
To build or grow a global hiring strategy post-pandemic, you’ll want to understand and learn from unnecessary complexities that halt efficiency:
These best practices will walk you through the ways talent acquisition technology supports your business’ scale without the stress.
The global talent market is vast, but the competition is high. When more employers seek out top talent without location boundaries, it takes more to attract talent for both high-demand and highly specialized roles.
This year taught us that employer branding, authenticity, and a commitment to diversity and inclusion all have the power to sway a job seeker one way or the other.
Consider the message your career site sends to candidates. As Steve DeCusta of the world’s largest travel luggage company said, “The career pages we were utilizing left candidates searching for information. Our career site is the face of the company; it’s one of the first items candidates interact with and we really needed to set the stage here for why you would want to work with Samsonite.”
Career site best practices that speak directly to any talent audience:
Talent teams are getting creative to reach more potential candidates across multiple locations, without the extra work. Here are some approaches to get your opportunities in front of a big audience.
Best practices that bring personal experiences to a screen:
Social sourcing best practices to access global talent from one place:
Whether your recruiters are hiring from different offices or seeking out global talent from a single headquarters, consistency is key. Your talent solutions can help you master high-volume hiring while maintaining the elements unique to each location.
For example, international businesses require many different workflows and processes but prioritize standardization. Footlocker commented on their ability to leverage multiple workflows saying, “We were looking for a global operation that could scale with us and allow us to have consistency across our brand and locations.”
Applicant tracking best practices to improve worldwide efforts with consistency:
Offer management best practices that deliver streamlined and compliant offers:
Onboarding best practices to deliver streamlined and compliant offers:
While it would be nice if job seekers came to your career site and applied right away, we know that multiple touchpoints are needed to stay on their radar.
The top data scientist in San Francisco was likely sought after by other businesses in the area for some time. But now, with location restrictions limited, that same top niche hire may be receiving offers to work remotely for an innovative business in France.
The best way to compete is to create a consistent, branded candidate experience with touchpoints that make talent from anywhere in the world feel a sense of belonging. That’s how U.K.-based TT Electronics saved £170,000 in agency fees. They built an experience that matched applicant expectations across all 27 international locations they hire for.
Candidate relationship management best practices that build international connections:
Recruiting best practices to reach talent where they are, on their time:
Gartner predicts that by 2025, 60% of global enterprises will invest in a HCM suite for HR, but still source additional tools to meet 20-30% of requirements from other solutions due to gaps in functionality.
That’s a lot of data flowing, and potentially a lot of risk.
Global talent acquisition amplifies compliance concerns. Different countries have different protocols, legislation, and policies to consider. That’s where having an experienced and globally equipped talent solution becomes an integral part of risk mitigation.
Integration best to keep data flow accurate and compliant between tools:
Talent acquisition is undergoing a mandatory transformation fueled by the events of 2020. That transformation has most talent teams searching for more from their talent software, which requires executive buy in.
Your positioned to impact your business’s future and scale by showing the ROI of partnering or continuing to partner with a vendor who can support you.
Here’s how to get alignment on the global hiring technology your team needs:
As our borders become less relevant, we’re in the position to connect even more people with job opportunities across the globe. It’s all about having the right partnership to get you there.
To hear from 12 experts on their global recruiting insights, check out Your Guide to Global Recruiting next.