How to hire talent anywhere in the world
If you are a startup founder looking to fill senior management positions, don’t limit yourself to the narrow confines of geographic borders. Instead, broaden your focus to encompass international talent.
The times demand that employers globalize their hiring methods. HR professionals should play a leading role in developing that process by collaborating with global consultants, industry experts and government authorities.
Recruiting from a global talent pool can present many challenges
You will need to know how to decipher foreign tax laws and codes. You’ll also need to learn how to adapt your recruiting strategy to different geographic regions to sell your brand. With so many possibilities to choose from, things can get a little complicated.
The contributions in this article are aimed at companies that move to a foreign market and those that hire remote international workers. It will cover these three main points:
– Differences in international hiring practices.
– Certain tips for hiring anywhere in the world,
– The challenges of recruiting an international workforce
Why you should hire international talent
By hiring from anywhere in the world, you increase the chance of finding the best talent. This makes even more sense when there is a shortage of qualified talent in your industry.
International recruiting has other advantages as well. For example, hiring globally brings diversity to your workforce, helping your company think in new and unexpected ways.
The language skills and market knowledge that a candidate from another country possesses provide a startup with ways to enter new markets. If you are considering a new export market, there is much to gain from having an employee with local knowledge.
The challenges of hiring international talent
Many American companies are taking a more strategic approach to finding talent abroad because job seekers are no longer flocking to them.
The days when American companies were automatically considered the most desirable employers are probably gone forever.
Even U.S. companies with promising career opportunities and competitive salaries could find themselves struggling to compete for talent with local companies that local talent is more familiar with.
A Harvard Business Review survey of 300,000 employees in China
This study found that Western companies’ lead as most desired employers fell by approximately 50% over a recent three-year period. There is evidence to suggest that the lead has further eroded since then.
As local companies evolve, they offer opportunities that match and often exceed those of foreign companies. IBM and Infosys are two companies that have experienced the adverse effects of this changing job market.
Some tips for hiring anywhere in the world
1º) Look in the right markets
You might be tempted to look for candidates in large countries with a lot of local talent (e.g. India). If you do this, you will be competing with multinational conglomerates for job seekers.
Tech giants like Facebook, Google and Microsoft do a lot of recruiting in countries like China and India. If you want to find the right people for your startup and avoid major headaches, it’s best to look for candidates in less popular places.
For example, think about trying Eastern Europe or South America. By taking the hiring route less traveled, you may be able to land extraordinary talent at a fraction of the cost.
Don’t assume you’ll save huge amounts of money by parachuting into a new market to recruit talent. A shortage of skilled labor around the world has raised wages to levels that sometimes exceed those in the United States. For example, the compensation of senior management positions in São Paulo is higher than in New York City and London. Engineers in this city earn more than their counterparts in Silicon Valley.
Finding executives with experience in Asia and Europe can come at a huge price
The reason for this is because candidates in this region are usually well paid in their home countries. Due to increased hiring expenses, US organizations should have a backup plan to target specific areas. Vietnam is particularly popular because labor costs are lower.
2º) Establish a referral program
According to LinkedIn, nearly half of all U.S. organizations hire their best workers through employee referrals.
If you have remote workers on your payroll, ask them if they know any eligible candidates who would be happy to work with a company like yours.
Incentivize the process with monetary benefits and before you know it, you’ll have a plan to discover high-caliber talent from anywhere in the world.
3º) Reinforce your employer brand
An exceptional employer brand uses a “pull” appeal rather than a “push.” This means you are magnetically attracting job seekers instead of going out of your way to find them.
To strengthen your brand, establish your business as a highly desirable workplace that people around the planet are dying to work for.
You’ll also need to position yourself as an employee-focused company that offers a variety of solid benefits to team members.
4º) Take advantage of the power of social networks
A 2017 report showed that over 95% of all companies successfully hired on LinkedIn. This is proof positive that if you’re looking to recruit from a global workforce, social media should be an integral part of your strategy.
However, please note that not all geographic areas use the same platforms as the United States.
5º) Attend international conferences
The more you expand your circle of connections, the more likely you are to find notable talent. Conferences in international locations are great networking events, giving you access to a larger talent pool and allowing you to connect with more prospects at a lower cost.
Geographic Differences in Hiring Practices
Many American companies don’t fully understand how different hiring can be in other parts of the world.
Below are some significant differences between the national and European talent markets:
EMPLOYMENT AT WILL: This concept, which means that an employee can be dismissed from a company for any reason and without prior notice, does not exist in European labor law. Unless just cause can be established, it is difficult to fire someone without incurring substantial liability.
PERSONAL QUESTIONS: European companies are accustomed to asking applicants personal questions that managers in the United States wouldn’t even dream of asking. These are things like whether the candidate has children or whether she has certain religious or political beliefs.
PERSONALITY TESTING: Any assessment, such as personality testing, should be closely scrutinized in the US due to bias concerns. In Europe, these tests are freely permitted.
EMAIL: In some countries, emailing teams outside of office hours is considered harassment. Volkswagen abandoned this practice years ago. Daimler uses software that automatically deletes all emails sent to employees who are out of the office. Keep in mind that an email sent during one employee’s office hours may be another’s online hours.
SUCCESSION PLANNING: In the Middle East and Russia, it is a challenge for American organizations to recruit executives with exceptional leadership skills and formal training. C-suite level candidates in those geographic areas could be promoted based on close relationships with senior management rather than actual competition. Because of this, succession planning works very differently than it does in Western companies.
Getting help
An excellent strategy to overcome foreign hiring problems is to leverage the experience of American companies in the area. This way, you can identify candidates who are knowledgeable about American practices and local culture and customs.
As you develop your global talent acquisition strategy, you should contact the chamber of commerce in the countries where you plan to do business
You can also hire an experienced executive search firm to do the recruiting for you.
Contact Universities and Business Schools
Another great way to establish a global talent acquisition network is to connect with universities and business schools that stay in touch with their alumni around the world.
It is a good idea to hire a business consultant or lawyer who is an expert in the laws of the country where you will do business.
While it might seem like it makes sense for an American biotech company to expand into Switzerland because of its abundant talent, this doesn’t mean potential employees will be clamoring to work for you.
To attract workers, you will need a deep understanding of the laws, customs, and cultural nuances of the market
A good advisor can help you with this. For example, let’s say you publish a job in the Netherlands. When you do, you may be surprised to see that not too many people apply.
Many Dutch applicants hope to be hired through agencies. Picking a consultant’s brain before posting a job can help you avoid such embarrassing pitfalls.
Without expert advice, you may never know why a job offer was rejected
German sellers hope to receive a car subsidy or receive a vehicle. If potential employees don’t get what they want, you may never know why they turned down your job opportunity.
Hiring remote international talent
Many companies are struggling to hire remote international talent. If you want to hire a full-time employee in a country other than where your organization is incorporated, you will first need to set up a legal entity in that location. Their operations will then be regulated by the local government.
If you don’t want to do that, your options will be limited to hiring independent contractors or hiring through an Employer of Record (EOR).
What are the differences between an independent contractor and an employee?
When you hire someone to perform a task, that person may be an employee or an independent contractor. An employee is someone who provides services to your company in exchange for a salary. An independent contractor is a worker who performs a task for a predetermined fee.
A business that hires an independent contractor does not need to withhold income tax or pay social security, unemployment tax, or health care.
Use independent contractors
Hiring an independent contractor is the fastest and most cost-effective way to hire remote international talent and requires the least bureaucracy. Gives you access to a global talent pool with minimal commitment.
Sign an agreement with the person you want to hire and then send them money when the job is completed
It is the contractor’s responsibility to comply with local regulations.
The most important advantage of hiring independent contractors is the reduction of regulatory burden, especially when you are a young startup that is just getting off the ground.
Considering that each country has its own employment laws that can be quite complicated, hiring an independent contractor is a much easier route than onboarding an employee.
Legally, hiring contractors might be the easiest option. However, it is not without disadvantages. While you may have broader access to the global talent pool, you also need to decide how much commitment to expect from your independent contractors.
Not including them in employee stock options, healthcare, and other similar packages
This might be considered less desirable from a job seeker’s perspective.
The new era of talent acquisition
If you look beyond the usual talent pools when it comes to hiring globally, utilize social media platforms, leverage team member connections with a strong referral program, and position your startup as a company of choice, you should find that your organization is full of international talent.
However, if you decide not to do any of this, there is still a way to fill your pipeline with the high-caliber talent you need to accelerate your startup’s growth. That is enlisting in Hunt Club-type consultancies, which have perfected their recruiting expertise to the point of being able to take care of all aspects of the recruiting process for you.
It is always a good idea to talk to an expert.
5 powerful strategies to attract the best employees
How to attract the best employees? It is a question that all companies face. As most hiring managers will testify, finding qualified candidates who fit your company culture can be a huge challenge.
Data published in Deloitte’s 2019 Global Human Capital Trends
Researchers noted that attracting and retaining qualified talent is one of the biggest challenges recruiters face.
The key takeaways
1º) Recruiters must develop a candidate personality that reflects their ideal candidate for each vacant position.
2º) Employee referral programs encourage existing employees to actively participate in the hiring process. These programs are an excellent means of making quick and cost-effective hires.
3º) 80% of talent acquisition managers believe that employer brand has a significant impact on their ability to hire outstanding talent.
4º) Recruitment automation can speed up the time needed to execute a hire, reduce hiring costs and improve recruiter productivity.
5º) Employers should diversify their outreach strategies and consider academic programs, specialized job boards or networking events when looking for talented professionals.
The influence of increasing automation adoption rates
Erica Volini, leader of Deloitte’s Global Human Capital team, notes that the current recruiting challenge is influenced by the increasing adoption rates of automation, which require a number of technical skills that many in today’s workforce simply do not possess.
Volini adds that a large number of employers believe that many of today’s college graduates lack the necessary communication, collaboration, teamwork, and complex thinking skills—all vital skills needed to thrive in the modern work environment.
Added to this is the fact that high-level employees are retiring
Taking all of these factors into account, it’s no surprise that recruiting has become an increasingly intense competition for talent.
So how can your organization attract and retain the best talent?
We’re going to show five recruiting strategies you can use to connect with the best candidates.
Recruitment strategies to attract the best employees
When you consider everything it takes to replace a staff member (advertising vacant positions, recruiting, interviewing, candidate screening, employee onboarding, and upskilling or training), it’s easy to see why hiring is a process. So expensive and time consuming. This applies equally when hiring in-office, hiring a global team, or hiring remote workers.
Employing the right talent is a key component of any company’s strategic human resource management
As such, it is essential for every company to optimize their hiring strategies and methods to be successful.
Steps that should be taken:
1º) Develop a candidate personality
To connect with top talent, you need the best possible candidates to quickly become aware of the positions you’re advertising. However, before this can happen, you need to define who your ideal candidate is. This is done using research, data and facts to develop a candidate personality.
In hiring, a candidate person is a profile that represents your ideal candidate, in relation to a specific position. This may include your ideal candidate’s educational background, professional qualifications, skills, personal characteristics (e.g., workplace adaptability), work experience, personal interests, and more.
When you know exactly what you’re looking for in a potential employee, you can customize your recruiting strategy to attract the most suitable candidates.
When formulating a candidate person, you can:
– Optimize the search for candidates.
– When you have a clear idea of the type of person you want for a given position, it is much easier to locate them.
For example, if you need an SEO expert for your website and social media campaigns, a targeted ad on LinkedIn or Facebook is likely to produce great results.
Develop more effective recruitment marketing content
By knowing who your target audience is, you’ll be able to create relevant content that resonates with the right people. And the best way to achieve this is by developing a clearly defined candidate personality.
Write Stronger Job Descriptions
The job descriptions you write are a vital means of connecting your company with the best candidates.
They highlight the skills and experience you’re looking for, while ensuring the most qualified candidates come forward.
This also results in less time spent screening unqualified candidates.
Make sure the job description clearly states the requirements for the position, such as whether it is a remote-only position.
Improve HR Metrics
When you develop an effective candidate persona, you’re likely to see recruiting metrics, such as applicants per vacancy and employee retention rates, improve significantly.
Strategies to develop a candidate personality
Start with a questionnaire
To help you define the candidate’s personality, make a list of relevant questions. This may include things like education, skills, work experience, and preferred salary and benefits.
Evaluate the data you already have
Start by looking at the performance data of your people analytics system. Evaluate the background, relevant experience and professional profile of your key employees. This can help you define the skills and experience needed for future hires.
Interview your top performers
Talk to your best employees. Survey them and try to understand what makes them such valuable members of your team and what their “employee experience” is.
When talking to these employees, don’t focus solely on their jobs. Ask them about their motivations, their goals, and their interests outside of work.
Research job boards and find out what top employees are saying online
Explore job boards to see what qualities other employers are looking for in similar roles. Search online to determine what high-level professionals share and with whom. This can give you an understanding of what motivates and attracts those people.
2º) Create an employee referral program
Along with social media and online job boards, employee referrals are one of the top sources of quality hires.
Employee referral programs are structured programs
They are ideal tools for you to ask your employees to recommend suitable candidates for vacant positions. More than any other source, your employees understand the type of candidates you need to hire.
Consequently, this makes employee referrals a superior recruiting tool, resulting in reduced costs, lower turnover, faster hires, and better workforce planning.
Once your company has decided to develop an employee referral program, a series of steps need to be implemented.
These steps are described below:
– Identify your hiring priorities
Would you like references for each of your open positions? If you have a limited recruiting budget, employee referrals can be a great way to make a quick and cost-effective hire.
References also work well for:
– Positions that are difficult to fill.
– Higher positions.
– Positions that must be filled quickly.
– Essential positions that cannot be left vacant.
– Positions that require specialized or «niche» experience.
– Develop a reference policy
Each company’s referral policy should highlight the referral process, hiring expectations, open positions, and relevant incentives and benefits.
The referral policy should be written in a clearly worded document and made available on the company’s intranet or HR software platform.
– Simplify the referral process
Whether you are looking for a contingent employee or looking to fill a high-level position, your employee reference position should be easy to use. Consider the following tips:
– Post vacancies internally
All vacancies requiring references should be posted in one place. This can be in a weekly email to your team, your company intranet, applicant tracking software, or the career page of your website.
Social media
Encourage employees to link to their open positions on social media, particularly LinkedIn.
Custom email
Use a dedicated email address, such as referrals@companyname.com, to direct all employee referrals to a dedicated recruiting channel.
A tracking system
If you are considering using a referral tracking system, look for one that offers automation and gamification features. This makes the referral experience much more engaging for employees.
Use incentives and recognition
Incentives for successful referrals can be both monetary and non-monetary. For non-monetary incentives, you can be as creative as you want. The idea is to get the greatest possible acceptance from your team.
You can offer gift cards and certificates
Also a publicly announced thank you, leisure packages, certificates of appreciation, flexible work schedules or even paid time off.
Analyze the success of the program
Like any people or employee management program, you need to measure what works and identify areas that can be improved.
Metrics that will be tracked include:
– Employee participation rates.
– The general percentage of hires by referrals.
– Number of references generated by each employee.
It’s also important to look at how satisfied your candidates, referral team members, and hiring managers are with the referral program.
3º) Attract the best employees through a better employer brand
To create a successful talent acquisition strategy, it’s critical to focus on your employer brand. This is highlighted by a 2017 LinkedIn strategy that found that 80% of talent acquisition managers believe employer branding has a significant impact on their ability to hire notable talent.
For many potential recruits, company branding is how they present their “employee value proposition” – the value a company brings to an employee in exchange for the value the employee provides.
Before accepting any new position, talented candidates will meticulously compare companies
These candidates will invariably choose companies that offer the best culture, work-life balance, and growth opportunities – candidates are looking for the best employee experience. If your company can cultivate a compelling employer brand, you’ll have a much better chance of attracting top talent and finding long-term success.
Culture and values
As you rethink your brand, consider how you can focus on the best aspects of your company culture and values.
In addition to highlighting your compensation and benefits packages, you could reference your company culture, where employees enjoy a supportive and collaborative environment.
Additionally, you could mention the growth opportunities your company offers, along with an emphasis on your company’s work-life balance.
Employee review sites like Glassdoor, as well as the “About Us” page of your website, are excellent platforms for showcasing your company’s unique attributes. This can be the difference between highly qualified candidates selecting your company over your competitors.
4º) Expand your outreach strategies
To connect with high-level talent and attract top employees, it’s vital that you expand your sourcing strategies. Ultimately, different skill sets require different extension methods. You’ll find your best sales managers in a different place than your best programmers, which means you need to diversify your sourcing approach.
This is also a crucial component of hiring a diverse workforce.
Instead of spending most of your time on LinkedIn, you should consider academic programs, niche-specific job boards, or networking events where you have the opportunity to find a specialized group of talented professionals.
Employers should identify where they can find the best talent
Whether conferences, professional events, social networks or online forums. Once this is done, the focus can be on strengthening relationships and networking with the right people. This allows employers to grow their candidate pool, maximize brand awareness, and improve their ability to attract future talent.
5º) Take advantage of recruiting automation
Recruitment automation is defined as a human capital management strategy that uses technologies such as artificial intelligence, predictive analytics, and machine learning to automate the hiring process.
This has the ability to speed up the time needed to execute a hire, reduce costs per hire, and improve recruiter productivity.
It has also been shown to improve the quality and effectiveness of a company’s workforce.
Hiring automation is used by companies that hire on a large scale, as well as those looking to attract the best employees in the shortest amount of time.
Recruitment automation implementation
The following hiring processes can benefit from recruiting automation:
– Job advertising.
Programmatic job advertising uses software, rather than people, to buy, place, and optimize job ads. This allows businesses to target their ideal demographic online and prevents them from spending too much on non-converting clicks with automated bidding processes.
– Interview scheduling.
Interview scheduling software allows candidates to view available interview times. This allows them to book an interview time without needing to call or email the company’s hiring manager.
– Pre-selection of candidates.
Prescreening tools such as resume scanners allow employers to sort and qualify applicants based on experience, skills, education, and other factors. This allows companies to quickly identify the most qualified candidates.
– Follow-up of applicants.
With an applicant tracking system, employers can organize, filter, and rank job applicants. These systems also monitor the stage an applicant is at, while allowing the hiring team to collaborate more effectively.
Offers
After selecting a candidate for a vacant position, human resource planning software can automatically generate an offer letter, employment contract, and other necessary documents.
Summary
Recruiting the best talent and attracting the best employees is an essential means of securing the future of your company. However, today’s job market has never been more competitive. To ensure your business stands out from the crowd, you need to develop a recruiting strategy that showcases your business in the most attractive light.
By creating effective candidates, maximizing brand awareness, and utilizing an employee referral program, employers can better connect with top talent.
This, combined with recruiting automation and diversified outreach strategies, is the best way to discover the talent your company needs. As a final thought, you might also consider the growing trend of “boomerang employees” and actively hire specialists you have previously hired.
Six ways to strengthen your global recruiting strategy
As job openings, applications and hiring increase around the world, your physical offices no longer dictate your talent pools.
Virtual recruiting continues to break barriers for talent teams around the world.
Winning organizations see that strong global recruiting strategies depend on new virtual recruiting approaches.
To build or grow a global recruiting strategy, you’ll want to understand and learn from the unnecessary complexities that hold back efficiency:
– Disjointed tools used in various places.
– Friction points that slow down hiring time.
– Decisions made without adequate reports or data.
– Lack of reliable data or compliance by territory.
– Lack of functionality to compete for talent on a global scale.
These best practices will guide you through the ways cloud recruiting software supports scaling your business without stress.
Let’s go to the 6 ways:
1º) Inspire the best talent in the world to join you.
The global talent market is huge, but competition is high. As more employers seek top talent without location limits, more is needed to attract talent for both high-demand and highly specialized roles.
2020 taught us that employer brand, authenticity, and commitment to diversity and inclusion have the power to influence job seekers in one way or another.
Consider the message your career site sends to candidates. As Steve DeCusta of the world’s largest travel luggage company said: “The personal career sites we used left candidates searching for information. Our personal careers site is the face of the company; “It’s one of the first things candidates interact with and we really needed to lay the groundwork for why you would want to work with Samsonite.”
Best practices from career sites that speak directly to any talent audience:
Greet visitors with relevant job opportunities
– Based on your search (including recommendations based on skills and keywords).
– Authentically and clearly communicate the company’s values and mission on screen.
– Leverage machine learning from AI recruiting software to improve job posting performance by location
– You have to chat in multiple languages and in any time zone.
Incorporate video testimonials from employees
Talent teams are getting creative to reach more potential candidates in multiple locations, without additional work. Below are some approaches to presenting your opportunities to a large audience.
Best practices that bring personal experiences to a screen:
– Market custom or mass recruiting events to specific talent groups.
– Use text and chat-based outreach to keep engagement rates high.
– Create a repeatable event strategy across many locations and use unique branded event landing pages every time.
– Offer relevant information to all job seekers, even casual browsers.
– Make the event mobile-friendly to energize any attendee.
– Connect recruiters, managers and talent in location-specific 1:1 chats.
Social media can be an effective way to attract active and passive candidates
Not only can you showcase your company culture, but paid advertising can target audiences by location to deliver personalized experiences on a global scale. Social sourcing best practices to access global talent from one place:
– Leverage social networks like LinkedIn to provide an easy, familiar experience to more than 722 million users in 200 countries around the world.
– Automate jobs from your ATS to LinkedIn, so candidates apply directly.
Learn more about the best fit talent through universally used LinkedIn skills instead of simply looking at a resume that may be formatted differently in different locations.
2º) Simplify your high-volume hiring approach
Whether your recruiters hire across multiple offices or source global talent from a single headquarters, consistency is key.
Their talent solutions can help you master high-volume hiring while maintaining the unique elements of each location.
For example, international companies require many different workflows and processes, but prioritize standardization. Foot Locker commented on its 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 global efforts with consistency:
– Create a single source of truth with data flowing in and out of a
– Simplify workflows with bulk actions for common tasks
– Manage scheduling and communications in local times and languages.
– Set up dashboards by location to provide proper targeting and metrics
– Maintain candidate profiles to elevate them for future job matches in the same location or remote position with relevant skill requirements.
Offer management best practices that deliver optimized and compatible offers:
– Keep offers on brand and consistent across any location
– Automate tasks and approvals depending on the type of contract.
– Create pre-approved templates to ensure accuracy of terms and language.
– Consider and exchange clauses based on rental type and local regulations.
– Add a video message to personalize the offer.
Software onboarding best practices to deliver optimized and compatible offerings:
– Provide location-specific digital documentation to complete prior to the first day.
– Confirm compliance is met at any location
– Maintain accuracy and timeliness with electronic forms and task alerts.
– Personalize the experience with video greetings from the hiring manager and team member.
3º) Create a consistent candidate experience from anywhere
While it would be nice for job seekers to visit your career site and apply right away, we know it takes multiple touchpoints to stay on their radar.
San Francisco’s top data scientist has likely been sought by other companies in the area for some time.
But now, with limited location restrictions, that same important hiring niche may be receiving offers to work remotely for an innovative company in France.
Sense of belonging
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.
This is how UK-based TT Electronics saved £170,000 in agency fees. They created an experience that matched applicant expectations across the 27 international locations they hire for.
Candidate relationship management best practices that create international connections:
– Collect information from candidates at your career site and at events.
– Create specific talent pools by location, hire type, or skills.
– Automatically find the most suitable candidates from large talent pools using AI.
– Automate brand communications with personalized details.
– Liven up emails with videos of team members sharing their experiences.
Best hiring practices to reach talent where they are and at the right time:
– Modernize your outreach using a universally accepted approach.
– Access talent quickly outside of business hours.
– Adapt communications to language specifications.
– Track talent contact through universally accessible candidate profiles in your ATS to easily execute data privacy requests.
4º) Maintain international compliance
Gartner predicts that by 2025, 60% of global companies will invest in an HCM suite for HR, but will continue to source additional tools to meet 20% to 30% of requirements for other solutions due to gaps in functionality.
This is a lot of data flowing and potentially a lot of risk.
Global talent acquisition amplifies compliance concerns. Each country has different protocols, legislations and policies to consider. That’s where having a globally experienced and equipped talent solution becomes an integral part of risk mitigation.
Integration best practices to keep data flow accurate and compatible between tools:
Integrate recruiting tools used to attract, engage, hire and promote talent under the same talent platform for a single source of truth.
Partner with suppliers with international standards
Important in terms of privacy and data transfer highlights so that your data is safe between all your systems.
Make sure your tools are compliant with GDPR, EU-US Privacy Shield. US, Swiss-US Privacy Shield. US and other applicable data privacy laws.
Configure your solutions to address different regulations in different locations and also consider other actions to take:
– Set individual job openings to provide specific compliance questions required by a certain country and add them to corresponding future job templates.
– Keep candidate communications off employees’ personal phones and on a secure, compliant platform.
5º) Align your C-Suite for maximum return on investment
Talent acquisition strategies are undergoing a mandatory transformation driven by the events of 2020. That transformation has most talent teams looking for more from their talent software, requiring buy-in from executives.
You are positioned to impact the future and scale of your business by showing the return on investment (ROI) of partnering or continuing to partner with a supplier that can support you.
How to align with the global recruiting technology your team needs:
– Align functionality gaps with current and future business objectives.
– Use a holistic view of key performance metrics to link potential return on investment (ROI).
– Customize value statements for each member of the C-suite.
– Show progressive accessibility and multilingual capabilities.
– Advance the success of other employers in your industry.
– Look for a partner that has worked with global employers before and continues to invest in the global-scale software that scaling operations require.
6º) Create a truly localized candidate experience
In a world of hyper-personalization, the only thing that will suffice when it comes to quality of experience and satisfaction is the feeling that the needs and preferences of end users are uniquely met.
While functions are the engine for the execution of user tasks, content is the essence of the user experience. When localization is done right, the notion of a truly native experience becomes possible, allowing international businesses to benefit and enjoy using SaaS solutions as much as any other business.
Resonate with your audience by speaking their language
“If you talk to a man in a language he understands, it goes to his head. If you talk to him in his own language, that touches his heart.” – Nelson Mandela.
Both candidates and consumers react more positively to brands that speak to them in their language.
According to Common Sense Advisory, 85% of consumers will not make a purchase if the information is not available in their own language. Considering that the United States represents less than 25% of the world’s $88 trillion (GWP) economies, it is imperative that international organizations adapt content and services to multiple languages.
But multilingual capabilities are important not only for a company’s bottom line but also for compliance.
«Companies going global must be very mindful of local regulations,» explains Megan Buttita, research director for emerging trends in talent acquisition at IDC.
“There are different rules and regulations in each country and they change frequently. It takes time to learn the culture, recruit talent and find reliable partners.”
Certain market regulations require that all user content be available in locally spoken languages.
One of those requirements is the «Quebec Rule», which requires: any person or company selling products or services in Quebec must follow the linguistic requirements of the Charter of the French Language.
Furthermore, all Quebec workers have the right to work in French. Employees can speak and write in French and request documents and work tools in French, including software and workplace communications. These rules apply to all businesses, no matter how big or small.
Remember that not all candidate experiences are the same
To successfully market and sell on the global stage, multicultural experiences are no longer a nice-to-have; They are a necessity.
Identity marketing
With markets becoming more global and diverse, identity-based marketing is critical for companies to make meaningful connections and resonate with audiences who purchase their products or join their workforce.
Regional hiring practices are a key factor in any company’s overall success, as consumers seek (and naturally expect) to see themselves in the companies they buy from. Therefore, international employees with bilingual skills and intercultural competencies are uniquely suited to help establish authentic connections between international audiences and brands. The global search for candidates is the first step to acquiring the capacity for local resonance anywhere in the world.
The first step in any global trip is local
When candidates consider employment opportunities at your company, they are actually “buying into” your brand. Naturally, people expect to be presented with content in their own language when making a purchasing decision. Employment decisions are no exception.
Global companies invest enormously in multicultural marketing to ensure optimal resonance of their products with diverse customer bases. Likewise, attracting, hiring and retaining the best candidates globally requires culturally targeted recruiting and employer branding campaigns distributed across all channels and markets.
Adapt graphics and themes to fit various cultural norms and sensitivities
Creation of flexible layout and navigation patterns of website pages to display translated texts correctly.
Converting items to local formats, such as units of measurement, calendar dates, and currencies.
Display multibyte character sets (MBCS) and use the correct encoding (via UTF-8).
Help clients comply with local employment laws and regulations (including GDPR).
Optimize your global recruiting strategy
As borders become less relevant, global companies are able to connect even more people to job opportunities around the world. It’s about having the right partnership to get you there.