Recruit High Performers by Giving Them a Clear Purpose — and Housing Close to their Office

Your mandate as a global mobility manager is to recruit star performers. These are the high-performing assignees that most companies would pay good money to get. At the same time, these are also the candidates that get a lot of job offers with attractive compensation packages. In this type of market, these candidates are the ones who have the options, and thus the power of choice. How can global mobility managers get their attention and ultimately sign up?

All these strategies are made, however, on the assumption that the global mobility manager has already done their homework — they know the industry rate, how much these star players are getting, and can more than match what the competition can offer.

First, be creative when it come to the perks that you offer, as advised by The Star Tribune. It may no longer be enough to offer the 24/7 snacks and free gym classes that some tech companies in Northern California provide to their employees as a matter of course. They may be attractive to an assignee at first glance, but are not necessarily the decision-maker or game-changer. (A candidate may prefer concert tickets over a gym membership, for example.)  What the global mobility manager can do is customize the perk and the freebies, tailor-fit to suit the candidate’s interests or inclinations.

This is not necessarily a drain on the company’s resources. Rather, this is where creativity kicks in. The global mobility manager should do their homework and find out more about the assignee they want to recruit. Is that candidate a constant learner, and would he or she be won over by the company’s mentorship and training programs?

Maybe they are a family man or woman who would relish spending weekends with their kids in the nearest beach (as opposed to the nearest amusement park)? Do they love the arts, and is daily access to the regional museums and art centers the key to their heart?

Dig deep, know more, and make the perk offered as personalized as possible.

Living in a nice, clean environment is a given but even more important for some talents is the proximity of the office, as no one wants to deal with the traffic in peak hours. Fortunately, corporate housing companies like California Corporate Housing offers many options in Silicon Valley that are close to companies like Cisco, Facebook and Google.

Another strategy to attract and retain high performers is to be clear about the deliverables expected of them.

Mark Dobson makes a point that these potential stars thrive on challenge and want to be given the opportunity to shine. Not only do they embrace responsibility, but they want to shoulder a huge amount of it — enough to earn the keys of the kingdom eventually.

They are looking for new frontiers to conquer and have a share of the spoils with every piece of professional real estate want.

As such, clarity is key to persuading them to jump onboard. On the other hand, ambiguity can turn them off. What they need to know ASAP are their specific deliverables, the objectives behind those deliverables, the alignment of their accomplishments with the company’s growth, and how their work will be measured and rewarded.

While compensation packages are very important, significance and the chance to make a difference can be the tipping point that will sway the assignee over. High performers do want to perform — all they need is a stage where they can show their stuff and gain the recognition of their leaders.