Companies can significantly benefit from hiring and managing global talent for both long- and short-term roles; insight into international markets and talent diversity are two such benefits. Recruiting in different geographic regions can, however, be an intimidating undertaking for hiring managers — especially if they are navigating the international talent search themselves for the first time. This is why hiring managers should understand the important advantages of a sound global recruitment strategy, and how to push that strategy to the edge of its efficiency.

Recruitment automation platforms can provide the innovation, efficiency, and advancement companies seek when looking to expand globally and achieve that edge. A recruitment automation platform is a tool that automates tasks within the recruitment process that were once completed manually. Sorting through résumés, scheduling interviews, and extending offers of employment can all be done automatically, leaving hiring managers free to dedicate time and resources to what matters most – their people.

Automation tools allow companies to easily map out and expand their teams around the world, accelerating and simplifying the cross-border recruitment process. Below are five examples of how companies can improve global hiring with recruitment automation technology.

1. Save time

Recruitment automation platforms can automate cumbersome administrative tasks that would otherwise be completed manually by recruiters. Hiring managers can organize interviews in multiple countries, send offer letters, and confirm new employee start dates in a fraction of the time using these automation tools. They also save time when sourcing and screening candidates — which translates to a higher-quality talent pool that leads to more qualified recruits.

This extra bandwidth gives hiring managers the chance to recruit for multiple roles simultaneously. They also have more time to fully support new employees; getting to know new team members, understanding and communicating role expectations, and helping new hires integrate into the company culture are vital aspects of the recruitment and initial onboarding processes that are often lost to the administrative demands of global hiring.

2. Utilize in-country recruiting expertise 

High-quality recruitment automation tools can pair companies with vetted recruiters to help source candidates with specific skills, in specific countries. Having access to local hiring experts gives companies the edge as far as navigating international job markets, as well as sourcing, interviewing, and hiring more efficiently and successfully. Liaising with in-country recruiting experts also improves companies´ understanding of the legalities related to hiring abroad, which vary country to country, and ensures due diligence around compliance.

3. Boost diversity efforts 

Recruitment automation platforms help companies expand and diversify their talent pools with features such as automated résumé screenings that hide specific candidate details for anonymity. This is important, as Managing Partner at HR firm Workplace Intelligence, Dan Schawbel, noted in 2021 article for that 70 percent of job seekers prioritize working for a company that values Diversity, Equity, and Inclusion (DEI).

A company that hires internationally demonstrates a commitment to workplace inclusion and to fostering a culture that embraces diverse perspectives and ideas — which can have long-term benefits for organizations. For example, when companies ask their diverse talent for feedback around their brand, they receive unique global perspectives, opening doors to new improvement strategies and leading to a stronger brand image that resonates with international job seekers.

4. Recruit for specialized roles 

Recruitment automation technology matches companies with recruitment experts who are best equipped to quickly and efficiently find the perfect candidate for a specialized role, anywhere in the world. It can also help companies hire for specialized roles by comparing résumés against a set of specific keywords unique to particular skill sets or experience, to confirm the minimum requirements. Perhaps the most significant benefit of this technology is that it decentralizes job opportunities, so companies can extend their reach to a broader talent pool comprised of the most suitable candidates for specialized roles.

5. Streamline communication with candidates 

This recruitment technology improves candidate communication. Not only can companies execute a successful recruitment process with consistent communication in a fraction of the time, but using these tools can also, ultimately, optimize employer branding. Candidates and new recruits who receive frequent and consistently presented communication from potential or new employers will find their experience more cohesive and efficient. Organizing meetings and training and sending out customized employment contracts built to a company’s specifications and brand shows candidates or new recruits that the company is well organized and aligned in their messaging to external parties.

Globalization Partners’ G-P Recruit automates the entire recruitment process, helping companies achieve the advantages above. But it doesn’t end there — once companies have found the best candidate, in the right location, at the right cost, quickly and efficiently with G-P Recruit, companies must establish streamlined HR processes for every step in the employee lifecycle. Our global employment platform automates each of these steps, from onboarding and payroll to employee status changes, increasing time to revenue in compliance with country-specific laws.

Learn more about G-P Recruit and our global employment platform today.

Explore our G-P Recruitment Rewind Timeline, here.

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