REBRAND Understanding the Global Hiring Cycle

The Global Hiring Cycle

Follow these steps to find and recruit top-tier global talent

According to G-P’s most recent survey, 83 percent of CFOs believe that global expansion and long-term growth are correlated. The world is more and more connected every day, which has facilitated remote working and international workforces. Global growth is no longer a luxury for mega-corporations; it’s a compulsory step for any company that wants to conquer new markets and remain competitive. However, in order to sustain global growth, companies need the best talent in the world to join their ranks. Thankfully, with the use of technology and digital tools, companies can find and hire top-tier candidates anywhere in the world with a few clicks. In this presentation, we will explore the global hiring cycle, growth challenges companies may face along the way, and the best strategies to hire internationally.

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The global hiring cycle

Identifying hiring needs

Every hiring venture starts with an organizational need. When a company is growing, it is critical to define why it is necessary to look for new employees and how urgent this need is. Remember that hiring is a complex process that will consume time and resources. By clearly defining hiring objectives, companies will avoid costly mistakes.

High-volume hiring approach

Hiring for specialized projects

Hiring due to local skills shortages

Companies looking to enter new markets may need a team of local employees to lead the way. Carefully study the roles required and look for candidates with experience to support your global expansion. Take time to prepare and search global talent tools for the ideal profile.

High-volume hiring approach:

There is no one-size-fits-all formula for global growth success. Each company will have unique needs that require different types of workers. New hiring needs may arise as projects advance, so consider hiring contractors to support your strategy.

Hiring for specialized projects:

Limiting your talent search to your hometown can hinder your company’s growth potential. The possibility of tapping into global talent pools allows companies to find top-tier candidates whenever they need them.

Hiring due to local skills shortages:

Hiring for specialized projects

Hiring due to local skills shortages

High-volume hiring approach

Tapping into global talent pools

After defining your hiring needs, it’s time to look for candidates in global talent pools. Companies can find top-tier candidates anywhere in the world. However, having too many options can actually make it harder to decide where to focus your recruiting efforts. Here are a few tips to avoid getting lost.

Step 1: Explore the local talent landscape

Step 2: Create a detailed job description

Step 3: Execute your recruitment strategy

You can filter and customize your search based on the industry you operate in and the type of position you need to fill. Click on the flags to see the type of talent each country is known for:

India: Great place to hire software engineers and programmers.

Brazil: Perfect region to look for researchers and startup specialists.

Canada: Excellent place to hire engineers and developers. One of the fastest growing tech hubs in North America.

Pakistan: Great market to hire telecommunication experts.

Mexico: Great place to look for developers and project managers. Tech talent in Mexico is highly educated and experienced.

Want to learn more about a particular hiring hub? Here’s an eBook that might help you find the perfect talent pool for your hiring needs.

Step 1: Explore the local talent landscape

A good job description can be the difference between finding the right candidate or falling short. Click on the options below to learn how to create a great job description:

Step 2: Create a detailed job description

1. Clearly state the basic information

2. Provide a compelling company overview

3. Incorporate local compensation standards

1. Clearly state the basic information

Position description Skills required and desired experience Responsibilities Location

Briefly talk about your company’s culture Highlight your mission and values Clearly state if you’re open to remote or hybrid work

2. Provide a compelling company overview

Tailor compensation packages to meet local standards. Research common practices in the region to offer benefits that appeal to candidates in that jurisdiction. Some employees are interested in a nomadic lifestyle. Inform candidates if your company offers opportunities for digital nomads.

3. Incorporate local compensation standards

The third and final step before kicking off your talent search. Companies will need to fine-tune the following processes:

Step 3: Execute your recruitment strategy

Job advertising

Candidate follow-up

Data analysis

How can companies reach candidates? There is no better option than social media and job boards to look for global employees. Creating an employee referral program is also an effective way to attract qualified candidates.

Once applications start coming in, establish clear steps for the candidate to follow and guide them throughout the whole hiring process.

Assess the success of the overall hiring process by measuring time to fill, source of hire, cost per hire, and quality of hire. If your strategy attracts candidates, but none are the right fit, consider adjusting the job description or advertising methods. If you quickly find the ideal candidate, then you can use the same strategy as a baseline for future hires. Click here to learn more about data analysis and HR analytics.

Step 1: Explore the local talent landscape

Step 2: Create a detailed job description

Step 3: Execute your recruitment strategy

Job advertising

Candidate follow-up

Data analysis

Selecting Candidates

Your strategy works! Now, you have several candidates waiting. How can you know which one is the best? Click on the icons below to find out more:

Once you have chosen the best candidates, it’s time to start contacting them. If they applied via social media, such as LinkedIn, you could message them. If not, an email or phone call may be more appropriate. Consider researching local recruitment practices. In some countries, it is better to directly call the candidates before trying to reach them via email. The first contact is an appropriate time to tell your candidates how long the hiring process will last. Informing them will help them organize their schedules while showing how your company is respectful of their time. If possible, provide several options for interview times.

Establish the first contact:

If your recruiting strategy has been successful, you will have a lot of applications from candidates. Processing all of them would take a considerable amount of time and resources. You need to identify and focus on the best profiles. Consider that the published profile in the job ad is a perfect candidate that might not exist. Check the applications, choose those with the minimum qualifications required, and go from there.

Start filtering your candidates:

The interview process

The interview stage is when your recruiters and managers will decide if the selected candidate is the right fit for the job. The process usually takes two or three rounds to ensure multiple people on the team agree with the hiring decision. Click each step to know more about the process.

The HR department is usually in charge of this interview. It typically revolves around the candidate's profile, their interest in the role, and the company’s offering. It is the first filter to make sure the candidate has the desired skills and experience for the job. Some roles may require a specific assessment to measure the candidate's abilities, and this is the perfect time to do it. Give candidates enough time to complete these evaluations and inform them beforehand, so they come prepared.

1- The first interview:

Managers and team leaders are usually in charge of these interviews. The topics discussed should revolve around the results of the assessment and questions about the candidate's values and beliefs to see if they align with your company's culture.

2- Follow-up interviews:

Global hiring means you’ll have a broad pool of amazing candidates to choose from, so it might be hard to make a decision. After you've informed the selected applicant, make sure you tell them about: 1- The starting date 2- The required paperwork 3- The company's onboarding process

3- Make a choice:

Onboarding

Now, it’s finally time to welcome your new global employee. Thanks to technology, printed paperwork is a thing of the past — digital self-onboarding is the best way to fully integrate remote workers into your workforce. With the use of global employment platforms, employees can upload their documents and the system will relay them to the HR department. During the new employee’s first few months on the job, they will learn how the company works. Here is an overview of what is expected of new hires during those crucial first months.

First 30 days

60-day mark

90-day mark

New hires will learn basic processes, how to use certain tools and software, and meet fellow team members.

Employees will work on mid-term projects, refine cross-departmental collaboration, and fine-tune workflow learning.

Employees will be expected to work independently, deliver projects within the desired deadline, and be an integral part of the company.

The hiring cycle is a constant wheel that never stops turning. As your company grows, there will be a constant flux of new employees navigating each stage. If you’re interested in ensuring a successful global hiring strategy, let G-P be your source for expert advice and support. Companies can leverage our Global Employment Platform™ to hire, onboard, and set up international payroll in just a few clicks. G-P makes it easy to find, hire, and build great teams, anywhere in the world, in days instead of months.

START YOUR GLOBAL JOURNEY TODAY

Sources

How To Coach Hiring Managers Through the 5 Steps of the Hiring Process 7-Step Recruitment Process to Improve Your Candidate Conversion Rate and Candidate Experience Step-by-Step Guide to Global Recruiting Make Global Recruiting a Winning Strategy Global Recruiting Tips for HR

Sources