recruting globally Essays - Human Resource Management, Sourcing

Challenges of Recruiting and Staffing Globally The concept of organizations that operate and do business internationally is not a new one. We are truly becoming an international economy. Technological and communications advances in the last fifty years have had a profound effect on the way consumers act and companies operate. In the past, consumers, businesses and their employees primarily lived and made business decisions on either a local or regional basis. Today and into the future, the world will have fewer and fewer boundaries to constrain businesses, cultures, or consumer demands. (Morgan). Because of this growth and increased global competition, companies have had to fundamentally change the way they conduct business. If these changes have made businesses evolve, it is not surprising that these advancements in organizations have also affected how companies manage their human resource departments. (Morgan).When a company expands globally; HR managers are generally responsible for ensuring that operations are staffed. First, the company can send people from their home country. These employees are often referred to as expatriates or home country nationals. Second, it can hire host country nationals, natives of the host country. Third, it can hire third-country nationals, natives of a country other than the host country (Bohlander and Snell 664). Mangan 2 A worldwide company also has the option of global recruitment. HR departments must be particularly responsive to the cultural, political, and legal environments both domestically and abroad when recruiting internationally. Companies need to be aware of codes of conduct throughout the world (Bohlander and Snell 666). Selection practices vary. In the United States, managers tend to emphasize merit, with the best qualified person getting the job. In other countries, however, firms tend to hire on the basis of family ties, social status, language and common origin. Much of this is changing. There has been a realization that hiring those most qualified for a position is more beneficial (Bohlander and Snell 668). Recruiting and staffing globally can be quite different than recruiting onshore. There are cultural barriers to overcome. Businesses that operate any portion of business with international dealings must truly get to know the area and market they are operating in. In a global company, it is important to understand that each culture has its own unique identity. It is important to be sensitive to the needs of employees and acquaint ourselves with their values (Morgan). Attracting and retaining top talent has become a fundamental key to remaining or being a competitive business. How, then, can organizations recruit global talent? They could, and often do, compete for scarce talent that is available nationally, regionally, or locally. But that may not be the most efficient or effective option. Looking globally to find employees can be a great alternative to competing with other organizations for the same people (Vashistha). There are four steps necessary to accomplish recruiting competent, experienced, and highly educated employees: Mangan 3 1) Identify Talent Needs. Before going on a global talent search, it is important that the client identify the particular skills and capabilities it needs (Vashistha). 2) Assess Sourcing Options. Once talent needs are identified, the organization can ask the right questions about sourcing options. Assessing the options with regard to the organization's needs and goals is very important. The organization should specifically consider each location's competency in the area in which talent is needed (Vashistha). 3) Devise a Proactive Talent Strategy. In today's talent-short environment a proactive strategy is essential. Competitors are actively recruiting as well. It wouldn't be wise to wait for an answer to a want ad! One key to recruiting successfully in the global market is to be aware of what your competition is looking for. To develop a talent strategy, try multiple sourcing channels. Consider hiring a recruitment process outsourcing firm. Qualified and talented job candidates can afford to be selective about the organizations they work for, as well as more demanding. Many talented employees highly value learning and development opportunities. So an organization should commit to development of good training programs (Vashistha). The Development of an information data base of candidates which might include availability, languages, country preferences, and skills would be helpful in the selection process (Bohlander and Snell 672). Apart from developing talent for overseas assignments, mo st companies have found that