By guest Author: Kelly Barcelos

When it comes to acquiring global talent, a one-size-fits-all recruitment approachfails to find and attract the right candidates.Apart from compliance and employment branding, there are a number of other things that recruiters need to consider when recruiting talent beyond boundaries.If you are recruiting for a multinational company, then it is important to tailor your recruitment approach to cater to the needs and wants of local talent.

Here are 6 tips to help recruiters make their talent acquisition strategies successful when hiring globally:

  1. Custom Tailor Your Approach According to Location

When identifying and attracting global talent, it is important that recruiters are very clear on the type of talent they want to bring onboard. Once you have identified the right talent it is time to tailor your recruitment approach around their career goalsand aspirations. This is particularly important when you are approaching global talent because you are going to face increased competition from local employers. To gain a competitive edge here, you may have to adjust your value proposition depending on the location. For instance, you may have to stress on career growth in a developing economy or an interesting job in a developed country.


  1. Keep Time Zones in Mind When Scheduling Interviews

When hiring talent across the globe, it is very important that you acquaint yourself with the different time zones and also the cultural practices associated with each country. This becomes especially critical when you need to schedule video interviews and meetings. An easy way to eliminate the possibility of missing out on important calls and conferences for different zones is to set reminders on your applicant tracking system. Not just that, you can also shoot interview reminders to inform candidates to avoid no-showsand keep them informed about their progress through automated emails.


Having an applicant tracking system in place will help you keep mishaps at bay by allowing you to customize and automate your daily tasks, helping you stay organized and up-to-date from sourcing to onboarding. So, use online recruiting software for all your daylight savings and organize your schedule accordingly so you never have to double-check the times you call.


  1. Personalize Your Communication Style to Boost Conversions

Every job market has a different set of rules for approaching local candidates. For instance, in some countries your potential employees won’t mind if you leave them a voice message, however, in other countries they expect an email prior to receiving a call from you. Depending on the location, some candidates would be more than happy to chat with you after an initial message and others would prefer a video interview or a phone screening as Skype has better sound quality and also saves them the cost of an international call.


So whether you prefer to communicate through email or over a call, before you reach out to your prospective candidates make sure you familiarize yourself the communication style and preferences of that region.


  1. Do Your Homework to Stay Ahead of the Curve

Legalities are also a very important aspect of global talent acquisition so for every country that you are hiring for, keep in mind the regulations governing their contract markets, work hours, remunerations, employee insurance, background verifications and most importantly immigration status. Make sure you are well acquainted with the rules and regulations before you strike a conversation with your prospective candidates.


  1. UseAnalytics to Acquire the Right Talent at the Right Time

With both qualitative and quantitative data, analytics enable recruiters to make better decisions when evaluating potential employees around the globe. With an applicant tracking software that integrates predictive recruitment analytics, HR teams have the freedom to do what they are best at because they are armed with a superpower that automatically searches, matches and scores top talent, helping recruiters hire smarter, better, and faster – while reducing the cost of finding, attracting, engaging and hiring candidates.


  1. Integrate Technology to Automate and Accelerate Your Recruitment Efforts

If the recruitment database is not centralized and accessible across teams, employees can feel disconnected from a global workflow. Having online recruiting software that facilitates real-time collaboration with multiple teams across locations and stores all the candidate information on a centralized cloud, makes it much easier to choose the right candidates faster. Hiring managers can also set access permissions for multiple accounts, share candidate profiles in real-time, assign tasks with instant notifications, and interview candidates anytime, anywhere, accelerating the time-to-fill and improving the fill ratio.

For businesses operating across multiple locations, attracting and hiring the right local talent is crucial to business success. Such companies should consider deploying applicant tracking systems for centralized control of their recruiting systems across different geographies apart from paying attention to the cultural context of their employer brand.


Author Bio: Kelly Barcelos is a progressive digital marketing manager specializing in HR and is responsible for leading Jobsoid’s content and social media team. When Kelly is not building campaigns, she is busy creating content and preparing PR topics. She started with Jobsoid as a social media strategist and eventually took over the entire digital marketing team with her innovative approach and technical expertise.