Top Recruitment Tools for Global Mobility Managers Dealing with Startups

If the San Francisco Bay Area were a country, it would be the 19th largest economy in the world, according to a new report. This is not surprising, considering it is home to the biggest tech giants in the world — Apple, Amazon, Facebook, Google and Netflix, to name a few. So do smaller startups or companies stand a chance?  

Unless they’re not competing against these monoliths, Silicon Valley is still a place to thrive because many investors are based here and startups here get nearly triple the funding compared to other cities. The economy is showing no signs of slowing down.

In a report published in the Mercury News, Jeff Bellisario of the Bay Area Council’s Economic Institute was quoted as saying, “The economy in the Bay Area is growing at about 4 percent a year and about twice as fast as the U.S. economy.” The institute previously ranked it No. 21 which means that the Bay Area is still growing.

The Bay Area is defined here as the combined San Jose-Sunnyvale-Santa Clara, San Francisco-Oakland-Hayward, Napa, Santa Rosa, and Vallejo-Fairfield MSAs. The 21-county Northern California region is a large economy at $952 billion. Overall, California is the 5th largest economy in the world.

But pray tell, how can smaller companies thrive amid strong competition here, especially in terms of luring talents to their side?

These companies have to realize one thing. Forming a startup here means avoiding the insurmountable competition they facel instead, they need to offer something vastly different. It’s how the system works.

The new top industries here are genomics (healthcare in general), blockchain, augmented reality and industries making good use of the tools needed to be an effective global company like machine learning. Most companies are seeking machine learning engineers than anything else now, in fact.

So again, what can a small company or SMB (small business) do in the face of such behemoths? One still has certain advantages over larger organizations. As HR Technologist points out, “SMBs are much less hierarchical and often have flat organizational structures, with employees having more diverse roles than their counterparts at bigger organizations, etc.” The challenge is to package and leverage these advantages to attract the right talent to your organization.

Yes, the way to fend off competition for a startup is to get the right talents for the job. While many favor working at, say, Google, others do consider smaller companies if it means less work pressure and more work-life balance for them.

Recruiting them may not be that easy but it can be achieved with the right marketing tools, many of which have become more sophisticated and data-driven. Here are some tips culled from HR Technologist that global mobility managers will need to consider:

  • Employer branding: The best talents gravitate toward companies that differentiate themselves with respect to their work culture, the benefits they offer, or their professional development opportunities. An ideal recruitment marketing tool would enable creation of content across job boards, social media and talent networks to amplify the employer brand.
  • Candidate relationship management (CRM): Recruitment CRMs are the cornerstone of a candidate-centric recruitment process. A recruitment CRM helps automate interactions with candidates across multiple touchpoints, driving better experience and giving people the ability to tap into a passive talent pool.
  • Programmatic job advertising: Programmatic job advertising helps employers improve the candidate sourcing process. It uses algorithms to make job postings more effective across multiple advertising channels/job boards.
  • Content Marketing: Content marketing — and this includes blogging — is a potent tool for employers to educate, inform and build relationships with local and global mobility talents. California Corporate Housing is widely regarded for its articles about global mobility, local recruitment and corporate housing.

For more specific recruitment tools, here are some varied choices for global mobility managers to look into, as suggested by HR Technologist:

  1. LinkedIn Talent Solutions: LinkedIn’s programmatic job advertising platform is a powerful solution for SMB recruiters looking to reduce their cost-per-hire.
  2. Zoho Recruit: A recruitment software that offers a comprehensive recruitment CRM along with career pages, automated job postings across multiple job boards, customized email and SMS templates, and social media job postings.
  3. CareerBuilder: Its Talent Driver tool can create custom, targeted media campaigns to drive candidate awareness. It uses an optimized media mix of emails, job postings and display advertising.
  4. BreezyHR: It offers automated emails, text messages, nurture campaigns, job advertising, and referral programs with flexible pricing based on unique business needs.