Taniya PanWhen it comes to attracting top talent in 2023, we must recognize that traditional recruiting methods will not be effective in attracting people during their job search. Particularly in the wake of the COVID-19 pandemic, the top talent now desires more flexibility, like the option to operate remotely.
As a result, recruitment managers must find creative ways to attract talent, as job postings are insufficient. These methods point the recruitment manager in the right direction for attracting and hiring qualified candidates. We will discuss various strategies for updating and improving your hiring process.
Pay, benefits and the ever-changing situation caused by the COVID-19 pandemic are all factors to consider when hiring the best talent. Before deep-diving into ways to attract global talent, let’s look into how hiring global talent can benefit an organization.
The Benefits of Hiring a Globalized Workforce
There are lots of fish in the water, and if you’re not recruiting globally, you’re passing on some excellent opportunities. After all, there are over 8 billion individuals on the planet, and there is no assurance that the ideal candidate for a post, lives in your nation. Therefore, it is important to have effective remote recruitment strategies in place to attract and retain top talent from around the world.
When you remove geographical restrictions, you can employ the greatest personnel based only on their talents and appropriateness for the task, rather than where they happen to reside.
Cast a larger net to attract candidates from all around the world, including highly talented professionals who might otherwise be overlooked. Great coders, for example, may be found all around the world, including in Mexico, India, and Canada. Simply visiting any remote job board will provide hundreds of overseas employees with the many years of expertise and specific credentials you want in a top candidate.
You’ll get more applications if you advertise remote roles open to foreign hires. More applications imply more qualified candidates, allowing you to select the best candidate for the job.
Remote working has gained popularity among candidates and employees, making it crucial for recruiters to understand the appeal of remote work is here to stay long after the pandemic has ended. As a result, the same hiring strategies that worked in the past will not work now. So, how can employers deal with this issue and attract global talent? Here are some creative approaches to attracting qualified candidates.
1. Create a global recruitment strategy to attract top talent from around the world
Although the global talent market is vast, competition is fierce. When more employers seek top talent without regard for location, it becomes more difficult to attract talent for both high-demand and highly specialized roles.
Consistency is essential whether your recruiters are hiring from multiple offices or looking for global talent from a single headquarters. Implementing attractive talent strategies and solutions can assist you in mastering high-volume hiring while preserving the elements that are unique to each location. Let’s explore the steps for developing a global recruitment strategy that effectively attracts top talent from around the world.
1.1 Understanding global talent acquisition
Global talent acquisition is the systematic process of acquiring and keeping talent across geographies to grow commercial operations in a new market or to establish a team of exceptional talent to meet specific business objectives.
A global talent acquisition strategy is important to create a well-rounded recruitment plan because it helps organizations identify the specific skills and qualifications that are needed for various roles within the organization. This also includes understanding the local labor market and cultural differences, as well as the skills, experience, and qualifications that are most desired in the global job market.
Having this knowledge can help you create targeted and effective recruitment efforts, such as identifying the most suitable job boards and recruitment agencies to use, or developing targeted outreach campaigns to attract top talent from specific geographic regions or industries. It can also help you create an attractive employer brand and employee value proposition that will appeal to top talent from around the world. This may include offering competitive salary and benefits packages, as well as creating a positive and inclusive company culture.
1.2 Build visibility in markets
Making your business more visible is a low-cost strategy to attract fresh talent. This may be accomplished by regularly updating your website and social media presence, as well as marketing your activities to local media.
Building visibility in markets is a valuable component in developing a global recruitment strategy for attracting top talent from around the world. When organizations are visible in their target markets, it can help them establish their brand and reputation as an employer of choice, which can be attractive to top talent.
As the rivalry for new workers heats up, it makes sense to boost your company’s exposure to attract top prospects.
A few solutions that will help in building visibility in markets are:
- Ensure that your website portrays you in the best possible light. Examine your website objectively to determine if it communicates the story you want the world to know about your company. Pay close attention to the careers area, and if you don’t already have one, create one as soon as feasible. Look for innovative ways to attract talent, such as highlighting your company culture, values, and mission, and showcasing any unique perks or benefits of working for your company.
- Partnering with local organizations can help companies establish a presence in the local market and access a wider pool of potential candidates.
- Participating in local job fairs and career events can help organizations connect with potential candidates and promote their job opportunities.
- Utilizing social media and online job boards can help organizations reach a global audience of potential candidates and showcase their employer brand. According to Talent500’s recent survey where we gathered insights from 10000 tech professionals, 93% prioritized Linkedin as a source of information about a company.
1.3 Focus on Employee Value Proposition
A unique combination of advantages that an employee receives in exchange for the skills, talents, and experience they contribute to a firm is referred to as an employee value proposition (EVP). An EVP is all about establishing your company’s identity – what makes it special and what it stands for. It is what attracts employees to a company.
It comprises the main factors, such as an inspiring vision or a unique work culture, that make people happy and motivated to work there. Your EVP must be distinct, current, and captivating. A strong EVP, when incorporated into all elements of a firm, will help retain top performers and recruit the finest external talent.
A strong EVP is an important factor in attracting top talent from around the world, as it helps to differentiate an organization from its competitors and is a key part of building an effective global recruitment strategy.
2. Get to know the employees you want to hire
The success of a company is heavily dependent on the quality of its employees, hiring the right candidate is critical for business success. Employee recruitment is about stress management because your selection will be constantly judged, and you will never be able to please everyone in your organization.
When hiring, it is important to consider a candidate’s level of commitment and loyalty to their career. A history of frequently changing jobs or industries may indicate a lack of dedication, and could potentially be detrimental to your company if the individual is not fully invested in their work. It is generally more beneficial to hire individuals who have demonstrated a level of commitment and loyalty to their past employers.
Use a variety of methodologies to assess your candidates’ learning and analytical abilities. Testing candidates can be difficult, but don’t judge them solely on their resume and confidence, because a resume can contain lies.
3. Build an inclusive, flexible corporate culture
Diversity is a critical issue for any modern organization, but merely recruiting employees of diverse ethnic, age, gender identities, sexual orientation, and racial backgrounds is insufficient. In addition to hiring individuals from a range of backgrounds, it is important to create a workplace culture that is inclusive and welcoming to all. This means making sure that everyone feels safe and comfortable being themselves, and actively promoting diversity, equity, and inclusion (DEI) within the organization. Prioritizing DEI can lead to a stronger company culture and improved business outcomes.
Establishing a sense of belonging and inclusivity in the workplace starts with leadership. Company founders and executives must be committed to building a diverse and inclusive culture and should seek to hire individuals who are open and accepting of people from all backgrounds. By setting this tone at the top, leaders can create a positive and welcoming environment for all employees.
Connecting with your employees on a personal level is one of the best ways to signal to them that it’s OK to be themselves. Be open and honest with them about your own life. Below are some of the factors that will help in building an inclusive culture:
3.1 Highlight Mission, Vision & Values
Candidates and workers want to be a part of something bigger, and they want to work for a company that shares their values. Thus, it is important for you to consider how employers can align their values and mission with those of their potential candidates and attract potential employees to your company. By exhibiting your employer brand throughout the applicant experience, you may help them see their purpose reflected in your company’s values and mission.
With the change to remote workplaces, it is even more crucial to provide a means for individuals to connect with your company’s goal, vision, and values. Because of the realities of remote working and recruiting, we can no longer rely on in-person interactions to express a common goal. Furthermore, prospects and employees are emphasizing the importance of a company’s social effect and response to injustices when deciding whether to apply or stay.
3.2 Adopt remote-friendly policies
A well-developed Work From Home Policy is becoming a must-have for progressive firms in our technology-enabled, ultra-flexible modern world of work, a world that is increasingly exploring the benefits of remote work.
Laptops, cellphones, messaging applications, and ubiquitous WiFi allow most office workers to work from anywhere. Add to that an increasing expectation among employees that they should be able to accomplish their job wherever they are – at a café while traveling in a foreign country, or from the comfort of their sofa. These aspects make remote work models attractive.
It’s also crucial to realize that, even as we move towards a new, more flexible era of work, the office will remain the location where your team can perform its finest work.
Remote employment, ideally, supplements this whole workplace experience. The goal is to develop a Work From Home Policy that establishes the correct expectations and establishes channels and infrastructure that not only promote working from home but also reduce the numerous hazards that arise when people leave the office. With proper planning and communication, your staff can be as happy, connected, and productive at home as they are at work.
4. Offer competitive compensation
To attract employees, employers are getting more creative with their benefits packages these days, including everything from paid days off for employee birthdays to on-site daycare and “bring your pet to work” days—and everything in between. These distinct advantages enable businesses to amplify their company culture and differentiate themselves in a crowded hiring market.
Marketable base pay is the fundamental basis of your compensation strategy. Investigate the market range of each job in your specific geographic location or the potential hire’s location. Benchmarking your ranges against other companies hiring similar candidates is a great way to get a sense of reality.
Future and existing employees want to work for an employer that is engaged in their future, both professionally and financially when they retire. The 401(k) plan, tax-deferred, company-sponsored retirement savings, and investment plans are one of the most common retirement programs today.
When it comes to competitive compensation, health benefits can be a dealmaker or dealbreaker, especially in the post-COVID era.
5. Make current employees your brand ambassadors and encourage employee referrals
An employee brand ambassador spreads the word about a company and its products or services to their network. This is frequently part of a joint effort by the ambassador and the company to raise brand awareness and drive sales. While some businesses reach out to celebrities or influencers, your employees can be a far more dependable source for expanding your brand’s influence.
Employee referrals can be a cost-effective and efficient way to recruit new hires, and can often result in a higher return on investment compared to other methods. To make the most of this approach, HR leaders should involve employees in the recruiting process and make them feel like they are contributing to the success of the organization. By engaging employees in the referral program and making them feel valued, companies can create a more effective and successful hiring process.
Employee referral programs that are effective not only help businesses find appropriate and qualified candidates but also lower the average cost-per-hire. They can also increase employee retention because candidates recruited through other employees tend to stay with a company longer than those recruited without internal connections. That is why employee referral programs are often referred to as the “Holy Grail of Hiring.”
6. Offer cultural training opportunities
Offering employees cultural training opportunities helps enhance cross-cultural understanding and communication at work. This can involve educating staff members about various cultures, traditions, and communication styles through workshops, seminars, or other training methods. Companies may foster a more inviting and inclusive workplace for all employees as well as enhance communication and collaboration by providing these chances There are a few steps that companies can take to offer cultural training opportunities to their employees:
- Identify the specific areas of cultural training that are needed. This might include topics such as cross-cultural communication, cultural sensitivity, or understanding specific cultural norms and customs.
- Many existing programs provide little more than etiquette instruction (such as whether to bow or shake hands) while failing to address deeper issues that affect communication.
- Encourage employees to share their cultural experiences and insights with their colleagues. This can help to foster a culture of inclusivity and understanding within the organization.
A good training program addresses the invisible and subtle differences that exist between people from various cultures. It should also teach employees how to behave in uncomfortable cultural situations.
Talent500 offers a range of services to help companies efficiently identify top talent and build successful teams. Our automated recruiting processes and thorough pre-vetting of candidates have proven successful in placing over 300,000 professionals in various industries. By leveraging our technologies, businesses can accelerate their talent acquisition efforts and increase the value they receive from new hires. To learn more, we invite you to request a consultation with us today.
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Harsha Satyakam
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