Even though technology has brought the world closer in many ways, there are still a multitude of complexities involved in global talent recruitment. In an effort to impart some insight into this complex topic, let’s discuss how to think outside the box with global recruitment strategies.
Global Recruitment
With hundreds of different countries, billions of people, and hundreds of millions of organizations around the world, refining global recruitment strategies is a continuous process; this process has naturally accelerated as online technologies have advanced.
Technological innovation has created profitable avenues of growth for all industries, yet the growing pains are equally impactful; skill shortages and rapidly changing employee demographics are two examples.
Defining the Box
Talent recruitment combines global, regional, and national efforts by organizations seeking qualified candidates to fill needed roles. Certain related topics and solutions rise to the top, when it comes to industry expertise; this information is good to understand and use, yet thinking outside of the box helps organizations find solutions for their unique needs.
For instance, trending topics in the recruitment industry are:
- mobile recruitment strategies (cloud and mobile computing technology)
- shaping recruitment according to generational differences
- enhancing the employee experience
- hiring remote and freelance workers
At the core of all of these solutions is online technology, which is ubiquitous with modern business. The box is a good place to start, yet it’s also where everyone else is looking. In order to gain an advantage on the competition and fill skill shortages with effective international recruitment efforts, organizations should think outside the box for effective solutions
Thinking Outside the Box
Info-graphics, surveys, and data are helpful, yet they don’t tell the entire picture of what employers go through when trying to recruit and retain qualified employees. Just like any other aspect of business, recruitment must be profitable, yet gauging the profitability with recruitment is difficult to pin down to numbers.
Thinking outside the box means: conform prevailing solutions to unique business needs, rather than conforming the business to prevailing solutions. The identity and brand uniqueness for every organization is important to safeguard, which means there may be times when practical and streamlined are less important than maintaining a consistent flow with productivity.
Innovation still needs to be embraced, as well as industry thought leadership, yet resisting the pressure to go along with everyone else will result in capturing a corner on the market. When it comes to recruitment and the HR department, a unique brand and approach will attract like-minded talent long-term.
The Key to Retention
The intangible aspect of recruitment and retainment is the intrinsic nature of both the enterprise and the employee or candidate. Instead of trying to attract every candidate with a cookie cutter version of another enterprise’s tactics, rather think outside the box and create a campaign that focus on what the job is really like.
Understanding and developing strategies around this intrinsic nature is key. The biggest problem with retention is employee disappointment, which happens, partly, because of elevated job descriptions. This is especially relevant with global recruitment efforts, as candidates are less likely to see through the hype.
Sincere and honest recruitment campaigns will have better results with long-term employees. Retention is the most important objective, even when the flow of qualified new hires is slow, if hired candidates are retained long-term, then employers will profit.
Summary
Finding qualified candidates to fill vital roles and then retaining them long-term are common objectives for organizations. Basically, there’s a lot of competition for qualified candidates; this may tempt some HR departments to elevate job descriptions and integrate every trending solution that industry thought leadership recommends.
Conforming to prevailing solutions to the detriment of brand identity will attract candidates that don’t fit within the organization’s culture or daily workflow. Understanding and using prevailing solutions, such as: mobile technology, targeting demographics, hiring remotely, is very helpful, yet a sincere and quality approach that aligns with an organization’s brand identity will attract long-term employees that intrinsically believe in the organization’s purpose.
Thinking outside the box will help organizations stay within their budgets and capabilities, while refining their recruitment and retainment efforts with effective strategies. Although there may not be as many candidates interested, those who are interested will be more suited to the brand’s purpose. Innovation in the recruitment industry is a game changer and should be used, yet not to the detriment of brand identity.
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