Global Mobility Pros Need to Dip into Global Talent Pool to Address Labor Shortage

Dipping into the global talent pool is an important strategy that global mobility professionals learned in the wake of this pandemic as far as tackling the country’s current labor shortage yes, even if bringing them in is a challenge in itself.

Finding quality staff has become a major hurdle for businesses in the reopening of the US economy. Unfilled job openings across different sectors are observed in worrisome numbers according to the US Bureau of Labor Statistics’ Job Openings and Labor Turnover (JOLT) Survey. Here’s a glimpse of the numbers:

  • 1.2 million in manufacturing and construction 
  • 3.4 million in education, hospitality, and healthcare
  • 1 million in the public sector
  • 1.8 million in professional services 

This is in stark contrast to the events that took place during the Covid-19 outbreak where mass layoffs due to cost-cutting, rapid digitization, and the work-from-anywhere model were the norm. The pandemic has created a new demand not seen before. 

Digitization and remote working have broken the barriers of global talent recruitment. But economists refute that workforce shortages outside America exist as well and are currently creating massive disruptions against the global supply chain systems.

As economists predict the prolonged duration of these shortages, HR and global mobility leaders are faced with the increasing challenges of hiring great talents to ensure organizational resilience

Global Expansion stresses talent managers to modify hiring methods in response to this shortage. Thankfully, the Global Professional Employer Organization (GEO) shares some ways recruiters can approach hiring under this global event:

Always take in location as a factor

People are getting used to the idea of working from anywhere they desire. In fact, news on location-based pay cuts was not well received by employees whose companies were planning to implement them.

Though the inclination of providing location flexibility leans toward the advantage of the worker, in many cases, recruiters can possess competitive advantage against those companies that are unable to offer this benefit.

If companies can’t afford to offer a fully remote workplace set-up, talent recruiters can get creative by implementing a hybrid one. For example, Walt Disney Co. was able to open their offices thrice a week and allow employees to work from home for the remaining days.

Offering more flexibility other than location preference

Since location flexibility has already been established, potential talents now demand flexibility on working hours. Output-based performance indicators have been a trend in the pandemic. Employers understood that so long as their workforce is able to deliver quality results on the agreed deadlines, they could care less about imposing longer working hours on their workforce. 

Sell your company well and act on its promises

It’s relatively easy to make a sales pitch for a company. What’s detrimental is whether or not a company fulfills its promises. It can make or break employee retention. 

Organizations setting good expectations and unable to follow through them will repel newly hired employees. 

For example, an employee was enticed by the training promised by a particular company, but after months of working within the company, no training was conducted and the employee had to learn all the tasks on the fly. This will certainly affect an employee’s decision to remain inside the organization.

Work with experts

Depending on a company’s budget, availability of time, and experience, they can decide on working with agencies well-equipped in talent management strategies. It can save time and effort, especially when companies are not knowledgeable of the demands of this new generation of workforce. 

Finding talent in a global talent pool is tricky and requires in-depth information to determine the best candidates for a certain position. Companies can look around Forbes’, in collaboration with Statista, for lists of the best professional recruiting firms:

  • Robert Half
  • Kelly
  • Korn Ferry
  • Aerotek
  • Manpower
  • Adecco
  • Randstad
  • Lucas Group
  • Kforce
  • AppleOne

Leverage good reviews

Talent recruiters can learn a thing or two from marketing staff. Marketing experts understand that for one to crush the barriers of skepticism, companies must position themselves where potential buyers know, like, and trust them. One strategy to earn the trust of a candidate is by selling the company through company reviews. Multiple job platforms have this feature such as Glassdoor, Indeed, and Monster

Certainly, the hiring process has changed drastically in the span of a few years. There is immense pressure for HR practitioners and global mobility professionals to ensure their companies possess the ability to adapt to these changes. Now, they have to become more forward-thinking than ever.