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Remote headhunting: strategies to identify and hire global talent

In the field of Human Resources management, we have been immersed in the teleworking debate for a few years now. Is remote work positive for companies and employees? How does it affect productivity? Does it influence career development?

It is clear that such a drastic change in the way of working poses a number of uncertainties and challenges. However, the pandemic showed us that we can adapt very quickly to working in a different way than we are used to.

After the end of confinements and the return to normality, there has been a struggle between remote work and in-person work. Although some companies have chosen to return to old ways of working, others have preferred take advantage of the opportunities that teleworking offers them. Not only as a way to keep your employees happy and motivated, but also as a way to Build a team that combines diverse talents.

Let's think about it, if there is no need for our employees to carry out their work from an office, what does it matter where in the world they are? For organizations, this means Expand your talent search radius to any corner of the globe.

Imagine a company located in Barcelona that is looking for engineers to develop new products for its business. If you have a primarily in-person work system, you need professionals who are in Barcelona or are willing to move there. On the other hand, if you have a remote work system, you could hire specialists anywhere in the world. Your staff could be made up of engineers from Galicia, Madrid, the Canary Islands, the United States, Canada... Speaking in terms of diversity, how much competitive advantage can be obtained in this way? Clearly a lot!

But be careful, not everything is so simple. If searching for talent in a limited space is already complicated, doing so on a global level can be even more difficult. Therefore, we need to address a headhunting that is also remote and allows us to search, identify and hire talent anywhere in the world.

Table of Contents

The era of remote headhunting has arrived

The search for professional talent beyond national borders is a consequence of companies adapting to the new trend of remote and flexible work. While giving rise to increasingly diverse templates.

This phenomenon would not be possible without the great technological development that we have experienced in recent years. Video interviews, online competency assessments, or virtual collaboration tools facilitate the work of headhunters. Thanks to them, it is possible know in depth the professional profile of a person, without having to meet them physically.

Furthermore, when the selection process is carried out remotely, the candidates' ability to adapt to a completely virtual environment is simultaneously evaluated. That is The recruitment itself serves to measure the digital skills and competencies of the applicants.

The advantages of this way of searching for talent are evident, but we cannot ignore the challenges it poses in terms of data protection. Therefore, this is an issue to take into account especially when selection processes are carried out at a global level and personal information is transmitted online.

Strategies to locate talent globally

The number of unfilled vacant jobs has been increasing in recent years. In the case of Spain, current levels are the highest recorded in more than a decade.

Many companies take months to find the right person to fill a position, and it is common for offers to be republished to continue attracting candidates until they find the right one.

There is talent, but it is difficult to find, and this is a phenomenon that occurs globally. Hence the need to plan an intentional headhunting process well, in order to try to make it effective and fast.

Professional networks and global employment platforms

When looking for professionals internationally, a good way to locate them is through professional social networks such as LinkedIn and global employment platforms. 

In the specific case of LinkedIn, users usually have a proactive presence that makes it easy to know your skills and the experience they have acquired over time. In many cases, just by taking a look at a professional's profile, you can already know whether or not he or she is suitable for a certain position.

Work the employer brand

It's not just about looking for talent, you have to get talented professionals to want to work in the company and, for this, we must convince them that that particular organization is the best place for them.

Because it offers them a good salary, responsibilities adapted to their position, the possibility of professional development, etc.

Just as workers have a proactive presence on professional channels like LinkedIn, companies have to do it too. Creating and sharing content that makes them stand out from the rest and awaken people's interest in working on them.

Create good job offers

Frequently, the main reason why talent is not found is because the job offer is not well made. It is not unusual to see advertisements in which there are a lot of information about the requirements that are required of candidates and very little about what the company offers.

When carrying out international headhunting we must keep in mind that the Work culture is not the same in all places. In Spain, it is possible for a short job offer to receive a good number of applications. But that same offer will go unnoticed in a country like the United States. If we don't tell an American what the salary range of the position offered is, they won't even bother sending their resume.

The key is to create job offers that are as complete and attractive as possible. Tell the candidates what is expected of them and explain the position well and what the company offers them in exchange.

It must be taken into account that the most talented people already have a job, so the offer must seem attractive enough for them to consider leaving the company in which they are providing their services and start working somewhere else.

Assess soft skills

We know that at the present time soft skills have more weight in the selection process than hard skills. Because it turns out that the latter are much easier and faster to learn.

What companies need now are employees with leadership skills, good communication skills, flexible, capable of managing stress well and organizing their work time, among other things. That is, soft skills that help them achieve success in the professional tasks and responsibilities that will be entrusted to them.

Many companies still mistakenly believe that measuring these types of skills is complicated, and even more so when it has to be done remotely, but in hirint We know that is not so.

We have devised a tool that creates psychometric tests tailored to each company. Evaluations that applicants can carry out remotely and in a very short time. Afterwards, the organization receives a report that includes the results obtained by each candidate, and which will help it make its hiring decision.

It is a very simple, effective and objective way to measure the soft skills of candidates. And the best thing is that it can be used regardless of where they are, because the entire process is carried out remotely.

Do an online onboarding

With international talent found and hired, it still cannot be said that recruitment is over. Because then the adaptation phase of the new employee to the company.

One way to facilitate this is through an onboarding procedure that seeks to ensure that the hired person can be operational at 100% in their position in the shortest possible time.

Given that the most recent additions to the company's staff may be thousands of kilometers away, it is essential to have good online onboarding that ensures adaptation.

Searching for talent all over the world

Global headhunting poses new challenges but, in essence, it is not too different from talent search carried out at a more local level. Because what is truly important is that the company is able to locate good professionals, be attractive enough for them to want to work there, evaluate their skills well, and make a hiring decision that is as accurate as possible.

If the process is done well, the result is a talented and diverse workforce that becomes the engine that will take the company to the top.

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