How to Streamline Global Recruitment

 Streamlining global recruitment can be very challenging, especially for organizations that have dealt with resisted human capitalization changes in the past. Global recruitment is the norm these days, simply because everybody in the business world is seizing the increasingly border-less business landscape today. There is no other sensible thing to do but to expand internationally and hire on location. But global recruitment can be costly knowing that logistics will be involved in sourcing people remotely. Perhaps a good question to ask first and foremost is: Is there a need for on-site recruitment? The answer is no and that is thanks to the internet. The internet provided for a practical platform to meet people all over the world and rally a recruitment process virtually. Organizations simply do not need to set up shop in far off cities just for talent acquisition.

Know where the best talents are. It is easy to say global recruitment through the internet, but this can be tricky on the first try. First, the internet is a very big place. It’s blessing and a curse. What can you do about it as a recruiter? Find where your prospective employers are. A good place to start is social networking sites. Facebook, Twitter, and LinkedIn are good examples of social networks that are teeming with qualified people fresh from college or those packing impressive professional runs from top rated companies. The moment you find them online you can start executing your online hiring strategies that will get them inside your selection pipeline. Organizations that are first in locating the right people can staff their human capital needs faster too.

Branding attracts the right people. Even the soundest hiring processes can get confused when the applicants are mostly not a good fit for the organization. With global recruitment, the risks of having this hiring issue is higher simply because of its wider reach and the attached immense sourcing demands. So how do you streamline this part? Attract the right people from the very start by having a solid corporate brand in your online outlets – where you officially post your job opening to “netizens”. You can send clear messages on workplace diversity, special interests on green technologies, telecommuting, non-bureaucratic and flat organizational structures, and other key factors in corporate branding and image that will align to the applicant’s professional preferences. What you get is a targeted applicant pool that can be faster and easier to process.

Apply the right online hiring technologies. Online interviewing platforms are existing technologies that are cheap to tap into. This is one of the best ways you can streamline your global recruitment efforts. It automates some parts of the hiring process (front end) and then allows recruiters like you to assess later in a single run. What you get is a less logistically hectic hiring process that also makes assessment less arduous.