2019 Ultimate Tips for Global Recruiters to Attract Talents

Global mobility managers need to prepare themselves for talent shortage as the US unemployment rate fell to 3.6 percent in April from 3.8 percent in the previous month– the lowest jobless rate since December 1969.

Plus Relocation enumerated the following challenges for recruiters as talent management will always be connected with global mobility.

  • There are fewer candidates per open requisition.
  • Companies have had to be less selective in their hiring.
  • Skills gaps exist between what positions companies need to fill and the skills candidates have to offer.
  • The process to secure the right talent is taking longer.
  • Companies are expanding their search areas to find the talent they need.
  • Jobs are moving to employees rather than the other way around.
  • Companies are accepting increasing numbers of remote workers to fill talent gaps.
  • Some companies are turning to the gig economy to fill short-term requirements.
  • Companies are having to put more effort towards training and re-skilling people.

Talent is the main driver of execution and innovation, but the low unemployment rate can make it more difficult to attract and retain talent than ever before. Thus, companies need to re-evaluate how their relocation and assignment programs may provide them an advantage in attracting, developing and retaining employees.

Mobility programs need to include to develop the intern experience, improve new hire location processes and look at how to provide more options to deal with the needs of a younger in-demand workforce.

Staying “in the know” on what talent trends are being seen is a good way to consider how the talent mobility programs can be a strategic differentiator for your company.

If hiring new talents get more difficult, companies are advised to do the following:

  1. Upskill employees
  2. Hire for potential rather than experience.
  3. Recognize talent as consumers.
  4. Offer better wages, benefits and flexibility
  5. Make use of technological advantages

It has been said that only around 18 percent of employees in the U.S. report high levels of going above and beyond at work while only 40 percent report high intent to stay with their current employer. It would help if employees are given a greater value proposition.

Forbes listed its own attractive propositions for the global mobility professional to take heart.

  1. Invite prospective employees to a volunteer opportunity

Invite prospects to participate in volunteer events from your company.

  1. Highlight your culture on social media

Outline high-profile projects and feature different employees involved in these challenges on social media,

  1. Make in-person connections in your community

Better relationships—not better-recruiting systems—lead to better hiring results.

  1. Create an honest, streamlined application process

Don’t ask candidates to fill out tedious forms while also asking for their resume. Make the process as transparent as possible and don’t hide vital details like salary range.

  1. Write a compelling job description

By writing a job description from the perspective of what the job seeker needs and wants to know, companies can help prospective employees envision themselves in the role and create an emotional connection to the opportunity.

  1. Show candidates that you value their time

Make the candidates feel important and valued by acknowledging receipt of their application, following through on your commitments and sharing with them your decision-making process.

  1. Ask candidates about their learning experiences

Develop questions that provide insight on how they learn like how they stay agile in a fast-moving business environment and what motivates them to learn.

  1. Know why they should want to work at your company

The answer should go beyond the standard salary and benefits to include corporate citizenship, diversity and inclusion culture and work-life balance.

  1. Understand the candidate’s sense of purpose

Beyond screening for qualifications and skill set, seek to understand the candidate’s sense of purpose.

  1. Create a ‘Choose Us’ campaign

Run campaigns that attract the best employees in their field.

  1. Share personalized video content

Video is a great way to grab the attention of a prospect and keep them engaged throughout the process.

  1. Understand what candidates are looking for

Top talent typically works at great companies that provide a very attractive package.

  1. Ask Employees For Referrals

To attract top talent, generate referrals from top employees.