Did you know that 7 in 10 U.S. companies consider foreign workers very or extremely important to their talent strategies? According to the results of a 2017 Harris Poll, this is an increase from 63% last year. In addition, the results of that same survey indicated that more than half of the respondents expected their head count of foreign nationals to increase in 2018.
Why is this important? If you are thinking globally in recruiting, you are embracing the valuable new perspective that foreign workers bring, the need to fill skills gaps, and overseas employees’ knowledge of industries or business practices outside the United States. In the end, it really is all about bringing in the best talent to your company.
So…what is your global recruiting strategy? Do you have a plan?
There is not really a “one size fits all” global recruiting strategy. It heavily depends on your company’s size, structure, culture, and needs. However, check out 4 general tips below to get you started!
Review your organization’s overall needs before making any major decisions. What do senior leaders want? What are your talent goals, and where and how quickly will you need people?
Think about and develop a proposal for what the company wants its talent technology platform to do, and make changes to the system. Lastly, set timelines for measuring success.
Explore social media, online jobs boards, and other avenues in target countries.
Consider outsourcing aspects of your global recruiting effort to third parties, such as immigration law firms, tax and benefits specialists, social media ad agencies, relocation companies, and executive search firms.
It is becoming more and more imperative that companies have a global recruiting strategy. What is yours? Any other tips you can think of? We’d love to hear from you!