Three tips to Power UP your Global Recruitment

earth_thinkstock1The ole adage Knowledge is Power is just as true today as it was 3000 years ago. The big differences are the vast amounts of data and information that are easier than ever to access, the speed by which it is organized, and the focus needed to interpret accurately.

Within human capital, potential employees/talent is more visible, and if you find the right tools, collecting structured data is becoming higher quality, cheaper, and more accessible. As LinkedIn, Facebook and Twitter (among others) all provide faster access to knowledge about people either applying to your organization or you are considering to approach.

But what if you are sourcing globally and don’t understand the culture and or the tools to use?

Here are a few tips to get you started:

1. Know the country laws regarding privacy to determine what information is legally accessible.

In my home country of Sweden, public information is accessible to the point that it has become a moral dilemma of how to use the information. In Germany, there are strict laws on how private information is used. The millennials want to be seen, as opposed to late boomers who prefer more privacy. In any case, the suppliers you choose need to be compliant with country laws.

2. Better understand where your targets will be hanging out before choosing suppliers.

LinkedIn isn’t the “be all end all” solution around the globe. Just as Monster positioned itself as a global solution, there were plenty of holes and more cost effective and efficient competitors for global companies looking for local country needs. The point is each country and region have similar social and professional networking tools that are just as easy and probably cheaper to use. Do your research to better understand their customer base demographics before making a decision, then align the tools with your needs.

3. Build an interview process that will take the “gut” out of hiring.

There are a ton of options for tools used in an interview process. Many different assessments and multitude of steps that can be added with pros and cons. With our experience, we’ve found a hiring process built upon good competencies will drive the right tools. Behavioral based interviewing is universal, assessments (technical, cultural, competencies), and cognitive are all good ways to gain a 360 degree view of a candidate. Like sourcing tools, the types of tools need to be country compliant, so do your research.

Whatever tools you choose within your process, having a consistent, scalable, and measurable practice aligned with the country, company, and positions will give you an 04102014aedge. Since we accept human capital being such an important part of a business’s success, a focus on speed to gather relevant and valuable market data is critical to gain traction in attracting talent faster.

During the last 12 months we’ve seen some impressive examples of how global companies have transformed their recruitment efforts and outcomes to be proactive as opposed to reactive. Therefore, get your facts together early and you’re more likely to direct the right resources where they are needed most, creating a more cost efficient, more effective, lower risk solution, with better outcomes.

For more examples on how to add power to your global recruitment plan, contact me at

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