Whether you’re a global organisation hiring in all corners of the world or are planning to enter a new market, it’s crucial to take the right approach to global recruitment.
1. Map your talent
You wouldn’t fish for salmon in a pond, so why would you base your new engineering facility in an agricultural region? Global talent mapping allows organisations to make data-driven decisions on everything from competitors and salary expectations to location, and provides hiring managers with the information they need to make an informed choice on which candidates to pursue.
2. Know your time zones
It sounds basic, but no one will thank you for waking them up in the middle of the night. Clarifying any time zone differences prior to a call will help to avoid any slip ups or rude awakenings. Being aware of what state of mind people will be in at varying times of day is also worth keeping in mind; a candidate probably won’t want to talk about a job opportunity at 10pm.
3. Learn local customs and etiquette
No one wants to unintentionally offend their hosts or business partners; getting local customs and etiquette wrong could easily put off top talent too. It’s easy to assume that business is conducted the same way the world over, each nation and territory has customs which can help to set a positive tone. For example, a local expert could explain that it’s customary to present a small gift at a first meeting in Hong Kong, but that clocks and flowers have negative connotations.
4. Understand your employer brand
Consider your organisation’s reputation within a market. Have you received negative or favourable press? How do online reviews depict working life with your company? What impact will your operations have on the local economy, environment and culture? Understanding what’s important to prospective employees and their families can arm hiring managers with solutions to any concerns they may have.
5. Regulations and legislation
It’s reasonable to assume that countries will have their own employment and labour laws, but remember that there may also be regional variations across states. Getting a handle on relevant legislation and regulations before entering a market is essential, as an employer’s brand can suffer, and top talent can be lost if mistakes are made.
6. Tailor your approach
One size doesn’t fit all but adapting a global strategy to fit with local needs is entirely possible with the right planning. Localised expectations around interview processes, working arrangements and even holiday allowances should be taken into consideration to stay competitive in attracting the best candidates. For example, video interviewing may not be ideal in a culture which places significant value upon face-to-face meetings. Religious and cultural events should also be factored into every global recruitment strategy.
Solutions Driven has placed candidates in 53 countries across the globe. Our inhouse team speaks 16 languages, ensuring that your organisation has an instant advantage when it comes to attracting top talent.