What do you need to do to get ahead in this brave new world in which job seekers wield so much power? Let’s count down five ways to get and stay competitive globally.
1. Stick to Your Corporate Strategy
Viewing potential candidates through the lens of your corporate strategies can yield invaluable insights into recruiting and hiring. While this may sound complicated, it’s really quite simple. Keep in mind that it’s not necessarily as much about finding the “best” candidate as it is about finding the “right” candidate, ie. the one whose talents, strengths, and experience are the most mission critical to reaching your corporate goals. (One hint: identify your “must-have” attributes before you even begin considering hires. A simple way to do so involves looking at your current employees: Who makes the most vital contributions, and what characteristics do they share?)
When you stop and think about it, this approach makes perfect sense: Your employees are an essential part of succeeding in your corporate strategies, so why would you not view the former in alignment with the latter when it comes to talent acquisition?
One last thing to keep in mind? Just as your corporate strategies are dynamic, so should be your talent acquisition approach. When your objectives change, hiring efforts should also shift accordingly.
2. Embrace Internal Continuity
There’s no point in investing resources in development and training if you fail to invest equally in retention and career management. Making sure your practices are balanced and productive adds up to a cohesive system while simultaneously promoting employee engagement.
Don’t assume that these things are happening with optimal consistency; instead everything from qualitative and quantitative metrics to employee surveys can help ensure that your internal practices remain in alignment.
3. Fit Matters
While the importance of the elusive “cultural fit” cannot be overstated, it is often underestimated or ignored completely when assessing whether a candidate is right for the job. While skills and experience are of the essence, a case can be made for the equal impact of personality and values when it comes to overall corporate fit. The most successful global companies not only acknowledge the importance of cultural fit, but emphasize it.
But concerns about corporate fit don’t stop when an employee signs the hiring letter. Every touchpoint should aim to align with your culture — from how performance is evaluated to compensation.
4. Think Locally… and Globally
Going global doesn’t mean ignoring local demands. In fact, the most successful international companies strive toward a balance of the two. While global standardization may be the benchmark, companies must also have the flexibility to make adjustments at the local level. In other words, while the goal may be the same, the means to that goal may differ due to differences across cultures and conditions.
5. Focus on Brand
How do you stand out from the crowd of competitors? By building your brand, focusing on name recognition, and filling your talent pipeline. One of the latest ways companies are differentiating their brands is by focusing on corporate social responsibility. Today’s employees aren’t just about landing a job with you, but also about becoming part of something. Give them a mission, and they’ll give you their loyalty in return. And nothing speaks louder — or more globally — than happy, productive employees.
While the global marketplace is infinitely bigger than your backyard, the truth is that your brand shouldn’t change just because the playing field does. These five tips can help you build a brand strong enough to weather the challenges of global recruiting to emerge even stronger on the international stage.