Automation Can Help Global Mobility Managers Focus on What Counts the Most

Massive hiring is getting more automated, and this is a trend that will soon become the norm for global mobility managers. Think about it: hiring for the long-term has always been a valued practice in the industry, while hiring and screening individuals on specific projects is less efficient and, in the long-run, more expensive.

However, if forecasting the peaks, valleys, and seasons of international hires is included in the recruitment pipeline, then it makes more sense to hire more assignees throughout the year, and plan accordingly. Use another high-tech tool, analytics, and you just might find that the numbers just might become higher than your norm.

So, if massive hiring can be plotted, analyzed, and planned for, let’s take one more cost-efficient step further. Shouldn’t using automation and the other digital wonders of today make the entire international recruitment process faster, more convenient for all concerned, and less costly?

Your assistants might be doing the legwork screening the most impressive social media profiles coming out of places like Northern California, but automating the process can free them — and you — from these menial tasks and empower you to focus on your core, and more presumably more interesting, tasks.

Automating massive hiring first means spreading the message to thousands of potential candidates. The job sites and online job postings have prepared the way for internet recruitment and advertisement two decades ago.

But carefully calibrated promotion of your job ads will be more direct and focused. Applied with analytics, they can land in the websites of the quality candidates that you are looking for. You do not just cast a wide net, but you spread it over the specific pond or body of water that contains that particular species of fish that you are looking for.

Automation likewise screens all the resumes and even email inquiries that come pouring down your inbox and social media. Instead of clicking on and browsing through about 100 online CV’s every day, your artificial intelligence-cum-analytics device does it for you.

It takes into account the qualities that you are looking for and can cut through the ones who are not qualified to give you precisely the handful that you might find worthy of an interview. Instead of going through a whole pile, your AI can just send you a dozen CVs calibrated for your preferences. Not only will you save time and effort, but you will have more space and leeway to really study those resumes at your leisure and come to a more informed decision.

Jobvite actually says that some AI can take the step any further. Candidate ranking is another tool that recruiters and global mobility managers will soon find handy. Let’s go back to that dozen of resumes that have been sent to your inbox.

Imagine that they had been sent to you, ranked accordingly, from number one to number ten, for example. As time goes on, and you start using the AI more frequently, it can achieve all the necessary data to “anticipate” your preferences and make the rankings more precise.

Globalization has expanded your search for preferred and highly-desired assignees into a whole new level. But while the landscape has gotten bigger, the new tools right now will refine your search, make your selections narrower and more focused—and in the long run, provide you more quality candidates and assignees who will stay with you for the long run.