5 ways to strengthen your global recruitment strategy

iCIMS Staff
February 21, 2019

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.

Winning organizations see that strong global recruitment strategies rely on new virtual hiring approaches.

To build or grow a global hiring strategy post-pandemic, you’ll want to understand and learn from unnecessary complexities that halt efficiency:

  • Disjointed tools used in various locations
  • Friction points that slow time-to-hire
  • Decisions made without proper reporting and data
  • Lack of trusted data or compliance per territory
  • Lack of functionality to compete for talent on a global scale

These best practices will walk you through the ways talent acquisition technology supports your business’ scale without the stress.


5 ways to strengthen your global recruitment strategy

1. Inspire the world’s top talent to join you

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:

    • Greet visitors with relevant job opportunities based on their search (including recommendations based on skills and keywords)
    • Authentically and clearly communicate company values and mission on screen
    • Harness machine learning to boost job posting performance by location
    • Chat in multiple languages and in any time zone

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:

    • Market personalized or mass-hiring events to targeted talent pools
    • Use text and chat-based outreach to keep engagement rates high
    • Build a repeatable event strategy across many locations and use unique, branded event landing pages each time
    • Offer relevant information to all job seekers, even casual browsers
    • Make the event mobile-friendly to encourage any attendee
    • Connect recruiters, managers, and talent in location-specific 1:1 chats

 Social sourcing best practices to access global talent from one place:

    • Lean on social networks like LinkedIn to provide an easy and familiar experience for over 722 million users in 200 countries worldwide
    • Automate jobs from your ATS to LinkedIn, so candidates apply directly
    • Gain more insight into best-fit talent through universally used LinkedIn Skills vs. simply looking at a resume that may be formatted differently in different locations

 2. Simplify your high-volume hiring approach

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:

    • Create a single source of truth with data flowing in and out of one core system
    • Simplify workflows with bulk actions for common tasks
    • Manage scheduling and communications in local times and languages
    • Configure dashboards by location to provide the right guidance and metrics
    • Maintain candidate profiles to elevate for future job matches in the same location or remote position with relevant skill requirements

Read more: 3 ways to hack your ATS to attract and hire top talent

Offer management best practices that deliver streamlined and compliant offers:

    • Keep offers branded and cohesive across any location
    • Automate tasks and approvals based on the hiring type
    • Build pre-approved templates to ensure accuracy with terms and language
    • Consider and swap clauses based on the hire type and local regulations

Onboarding best practices to deliver streamlined and compliant offers:

    • Provide location-specific digital paperwork to complete before day one
    • Confirm compliance is met in any location
    • Maintain accuracy and timeliness with electronic forms and task alerts

3. Create a consistent candidate experience from anywhere

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:

    • Collect candidate information on your career site and at events
    • Build targeted talent pools by location, hiring type, or skills
    • Automatically surface the best fit candidates from large talent pools using AI
    • Automate branded communications with personalized details

Recruiting best practices to reach talent where they are, on their time:

    • Modernize your outreach using a universally accepted approach: text
    • Access talent quickly outside of varying business hours
    • Adapt communications to language specifications
    • Track outreach with talent through universally-accessible candidate profiles in your ATS to easily execute data privacy requests

 4. Maintain international compliance

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:

    • Integrate hiring tools used to attract, engage, hire, and advance talent under the same talent platform for a single source of truth
    • Partner with vendors with noted international data transfer and privacy standards so your data is secure between all your systems
    • Ensure your tools can meet the GDPR, EU-US Privacy Shield, Swiss-US Privacy Shield, and other applicable data privacy laws
    • Configure your solutions to address varying regulations across different locations
    • Set individual job openings to provide specific compliance questions required by a certain country and add them to future corresponding job template

5. Align your C-Suite for maximum ROI

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:

    • Align functionality gaps to current and future business goals
    • Use a holistic view of key performance metrics to tie in ROI potential
    • Personalize the value statements for each C-suite member
    • Show progressive multi-lingual and accessibility capabilities
    • Bring forward the success other employers in your industry
    • Look for a partner who has worked with global employers before and continues to invest in global-scale software that scaling operations require

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.

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