Today’s platforms are enabling a more customized approach to global recruiting.
By Taylor Thompson
For corporations operating globally with more than 5,000 employees, the implementation of an enterprise recruitment system can help to manage the hiring process. And while the use of a standard recruitment model across the entire business emphasizes consistency and efficiency, a growing focus on candidate experience has caused HR to reevaluate their enterprise recruitment methods.
Today’s candidates are expecting more out of the job application experience. Now more than ever, recruitment has become more about presenting the company in a positive light to the candidate, rather than the other way around.
“We believe that candidates are also your customer,” explains Nick Hutchinson, head of solution consulting at Lumesse. “Obviously only one candidate can be successful when you’re recruiting for a single position, but they might just be the right applicant six months down the line and you want to be able to retain and engage with that candidate in the future.”
But how does this impact talent acquisition leaders who oversee thousands of employees worldwide?
“Recruitment is still a locally-driven process,” says Hutchinson. “So even if you are managing a large enterprise recruitment system, it’s important to take that ‘one-size-fits-all’ talent acquisition approach and adapt it to each locality or recruitment type.”
So how can organizations continue to leverage an enterprise recruitment system but also add in personalized touches specific to each region they recruit? According to Hutchinson, technology may just be the answer.
With technology, Hutchinson says an enterprise recruitment system can:
- Provide social and professional network integration. As social media begins to find itself in everyday business practices, it’s important for each candidate to be able to apply for a position from all of the leading social media channels. While LinkedIn may be the primary networking application across the United States and Europe, sites like Veeam, WeChat, and Seek are more prevalent in countries such as Germany, China, and Australia. Integrating these channels with an enterprise recruitment system provides a superior experience for both the employer and job applicant.
- Allow candidates to apply in their preferred languages. Arguably the biggest challenge in operating across a multinational platform is several different native languages spoken amongst employees and candidates. By allowing international candidates to apply for a position in their native language, organizations are making the process easier and more positive for the candidate.
- Align with each country’s local data and privacy regulations. This includes being cognizant of each country’s unique time zone, which is helpful for scheduling interviews, and regulations based on hiring and background screening. If organizations don’t maintain compliance with each country’s policy variations, candidates may lose interest and employers could experience trouble as well.
“Ultimately, when it comes to your enterprise recruitment system, technology now equips you with the power to internationally integrate with different human capital management systems, and instead of using a bunch of different platforms, is able to unify everything under one umbrella,” Hutchinson states. “That’ll really benefit your recruitment efforts in the end.”