Tools that Global Mobility Professionals Can Use for Recruiting Top Talent

Global mobility professionals have to step up their game and might even have to think out of the box to recruit the best talent out there—and we are talking about the cream of the crop who are based in other countries. The entire worldwide workforce totals 3 billion and the leading multinational companies regularly hire 13 million new employees every single year.   And while job sites and  an executive search company can still lead to fresh referrals, the intensity of the competition is compelling global mobility professionals to look at other options.  You might want to do the same and check the alternatives below:

  • Social media sites are becoming the go-to platform to find qualified talent.  Recruiters can immediately scan not just a candidate’s profile, but his thoughts, ideas, work habits, and recreational preferences as well.  Social media posts and photos do give the recruiter a complete image of his candidate’s personality, which is essential in determining if he is a fit for the company culture, aside from being qualified for the task.  According to a 2015 study made by Recruiter Nation,  87 percent of the recruiters surveyed pointed to LinkedIn as their number one social media site of choice when it comes to discovering and engaging top talent.  Facebook comes at a distant second at 55 percent, with Twitter trailing as number three at 47 percent.
  • The blogosphere is another virtual landscape ripe with top-tier candidates who global mobility professionals might want to mine.  Professionals market themselves and their capabilities through their blogs.  They publish content, show videos, and post their opinion on relevant topics to a community of followers who avidly await their next blog. Some bloggers have become virtual thought leaders or recognized influencers in the areas they are expert in, and command a high price should a recruiter approach.
  • Digital might be the new rage in recruitment but some candidates still prefer the personal approach—and the best ones can be found in the establishments where only a few think of looking.  Among them are high-quality, but not necessarily famous, universities who produce smart, highly motivated graduates while maintaining a database of alumni who boast of having the same calibre. Law firms have learned to go beyond knocking on the doors of the Ivy League schools, and venture to regional colleges and smaller law schools where they corner an abundance of talent far removed from their competitor’s radar.
  • Recruitment road tours might be seen as coming from left field but the more innovative global mobility professionals actually take a couple of weeks to take a trip around the country, dropping by selected business conferences, university job fairs, and networking events.  A half hour of conversation over lunch or coffee can unveil the potential of a qualified candidate in a way that a more formal job interview may not.