The Secret to Tapping into the Global Talent Pool

Hiring internationally can come with its highs and lows, especially if you aren’t a company that has cracked the code and successfully for a strategy into hiring beyond the local talent pool, not only to diversify your company but to open the door to opinions, internationalisation and skills that you might not have access to in your local area.

If you are looking for solutions and strategies for successfully hiring talent from abroad, whether it’s to work in international offices or to migrate and join your organisation, here are the best ways to do so.

Employer Branding

To attract talent to apply for your organisation, you need to ensure that your branding for your company is something that draws their attention. This is not even to say you need a famous company or one that is very well known in the industry, but one that has a clear branding structure, voice and reputation that is desirable for people within this field.

It’s all about standing out amongst the competition. How exactly you do this depends on the industry that you are involved in. For example, more professional and legal services may stand out throughout their case studies, reputation, representations in the past and statistics of winnings and so forth.

These are things that would inherently stand out to a legal professional looking to join a new firm and would be clearly stated online, and through independent research.

Talent Hubs

Filling roles isn’t about closing the gaps in the shortest time possible; this can actually make you miss out on individuals who are more suitable or more relevant for the role. Smart companies are creating digital talent hubs for their candidates, which is essentially an online community for those who are interested in the company; they may not even be interested in a current role.

Having a talent hub allows you to keep candidates’ information and relationships there, which gives companies more time to pick the ideal candidates for the role or a more personal interview process.

Social Media

While some companies may not use this strategy, it’s still worth mentioning for the ones that will, as 84% of job seekers use social media when hunting for a next job. This is too much of a statistic to miss out, and there are more professional social media platforms to consider, such as LinkedIn. Using social media can help you attract a range of talented candidates, whether you are looking for starting role juniors or highly experienced and qualified candidates. There is a platform that would work best for attracting these different types of candidates.

For example, social media such as tiktok may be better suited to attract more junior roles that allow you to shape and create an employee for your business, but for more niche and experienced candidates, you might consider GitHub or LinkedIn.

Design An Experience

A trustworthy, smooth and professional experience is what will keep your candidates wanting the role, but also encourages them to accept at the end. Having a broken, messy interview process that doens’t adhere to some of the promises that you make, such as ‘we will get back to you next week’ and if there is a delay in response, this will create a bad perception of the company, which can sway their decision.

Candidate experience is more than just good user experience with the company, but also it’s another opportunity to make your company stand out from the competition. If you are wondering how you could make the experience extremely positive, consider these things.

• Quick response
• Automate confirmations and status updates on their application
• Flexibility to respect different time zones
• Personalise emails
• Offer feedback if necessary

Few companies do this to leave a good impression, as people can review companies, which can, in turn, encourage and discourage applicants for your role.

An experience could also include discussions far beyond the role, such as help with sponsorship visa applications for indefinite leave to remain, skilled worker visas and that kind of security for them to accept the role.

Referral Programs

Although referrals are not new, their worldwide potential is frequently unrealised. More than any job advertisement, your current employees’ recommendations are trusted by their global network of peers. Develop a cross-market referral program. Provide tiers of rewards according to role difficulty or geography. Provide shareable job descriptions and transparent tracking to facilitate employee referrals.

Take into account former applicants and alumni as sources of recommendations. People are more inclined to spread the word about your brand within their network if they had a good experience with it. Instead of only filling positions more quickly, recruiters with worldwide referrals frequently result in improved cultural fit and higher retention.

Final Thoughts

It’s also important to consider immigration lawyers in London when tapping into the global talent pool to ensure a smooth transition.