28 Jul Small Wins Every Day: Enhancing Talent Acquisition for Global Mobility Teams
Setting small, manageable goals is a powerful tool in any professional setting, providing clarity, boosting morale, and allowing individuals to experience a series of small wins that lead to bigger achievements. This approach is particularly valuable for global mobility specialists, who manage the complex processes of relocation and assignments for employees across different countries. By breaking down tasks into small, achievable goals, these specialists can significantly enhance the recruitment and onboarding experience, improve operational efficiency, and foster stronger relationships with both candidates and internal stakeholders.
Recent research by PwC highlights just how impactful small goals can be in the workplace. Its study of over 1.5 million goals set by 12,000 employees across various industries demonstrated that those who set regular, small goals—whether daily or even immediate actions—were 34% more likely to meet key performance indicators (KPIs) than those who did not.
This wasn’t merely a coincidence; the data revealed a direct causal link between consistent goal-setting and improved performance. Employees who set and achieved their goals also reported higher morale, reinforcing the idea that small, targeted efforts can substantially boost overall company performance.
For global mobility specialists, these insights are particularly relevant. By applying the concept of small goals to their daily tasks, they can transform how they manage talent acquisition and relocation logistics, leading to more efficient processes and better outcomes.
Here are key areas where setting small, manageable goals can make a significant impact on talent acquisition:
1. Enhance candidate pipeline management
Setting small goals helps maintain a steady flow of candidates into the recruitment pipeline without overwhelming the specialist. For instance, a daily goal of reaching out to five potential candidates in key talent markets ensures consistent engagement with prospects. Regularly reviewing and updating candidate profiles in an Applicant Tracking System (ATS) helps keep data accurate and prioritize the best-fit candidates for open roles.
2. Improve communication with candidates
Communication is crucial in talent acquisition, especially when dealing with global mobility. Small goals like sending personalized follow-up messages to three candidates from recent interviews help maintain rapport and differentiate the company in a competitive market. Scheduling responses to candidate inquiries about relocation packages and benefits provides clarity and reduces uncertainty, enhancing the overall candidate experience.
3. Streamline the onboarding process
Managing onboarding in a global context can be complex, but setting manageable goals can simplify the process. Preparing and distributing onboarding packets with information on relocation, visa requirements, and local support services helps ensure a smooth transition for new hires. A simple goal like scheduling one virtual meeting with a new hire to discuss their needs helps build a personal connection and addresses concerns promptly.
4. Optimize relocation logistics
Relocation involves coordinating multiple aspects, from visa processing to housing arrangements. Small goals, such as reviewing the status of five ongoing relocations or checking in with one external service provider daily, keep the process moving smoothly and help prevent miscommunications. Regular check-ins ensure all parties are aligned and potential issues are addressed proactively.
5. Build stronger relationships with internal stakeholders
Maintaining alignment between recruitment efforts and broader business needs is essential for success. Scheduling regular check-ins with hiring managers to review open roles and discuss mobility concerns helps ensure that the recruitment strategy supports overall objectives. Drafting quick update reports for stakeholders keeps everyone informed and fosters a collaborative approach to talent acquisition.
6. Boost candidate experience and engagement
A great candidate experience can set a company apart. Creating and sharing resources, such as blog posts or FAQ guides about the relocation process, demonstrates support for candidates and enhances the company’s attractiveness. Sending brief surveys to recently relocated employees provides valuable feedback that can be used for continuous improvement.
7. Monitor and adapt to compliance requirements
Compliance is a critical aspect of global mobility, and small, frequent goals can help specialists stay on top of it. For example, reviewing one country-specific compliance requirement for a role or updating the compliance tracker for a candidate’s visa status ensures that the recruitment strategy remains adaptable and legally sound, minimizing risks associated with global hiring.
8. Foster continuous learning and development
Staying informed about the latest trends in global mobility is vital for adapting recruitment strategies. Allocating short periods daily to review new developments or attend quick webinars helps specialists remain at the forefront of industry changes. Reflecting on the recruitment process of one candidate and identifying areas for improvement fosters incremental changes that refine overall approaches, leading to more efficient outcomes over time.