Organisations that operate successfully on an international scale are driven by strong business strategies that support new opportunities. The foundation of corporate expansion is a driven workforce that can achieve new goals for overseas operations and directly influence profitability.
For this reason, recruitment is taking a seat alongside all other business functions that fuel competitive advantages. To avoid hindering global growth, leaders must align on a smart investment in talent acquisition software that has the proven functionality to support business priorities.
1. Simplify Your Recruitment Management
While operating an international business calls for some adaptation to new languages and cultures, there are also many opportunities to standardise processes among disparate locations. To remain competitive, organisations must maintain visibility into all recruiting activities as they relate to larger talent acquisition goals.
Areas that benefit from global standardization:
- Employment branding
- Data entry and workflow
- Administrator processes
- Interviewing and screening
- New hire onboarding
The single platform model is simplifying the complexity of hiring internationally by providing a holistic view of strategic talent acquisition initiatives worldwide. It becomes much easier to manage remote teams with a provider that places the necessary focus on recruitment by bringing together disparate aspects of the hiring process under one system of record. And, with robust language packs, platform users can work in their preferred language for even greater efficiency.
This means that recruiters in all geographies utilise the same platform while easily integrating region-specific solutions needed to interview, communicate with, screen and onboard talent efficiently. Because these systems communicate regularly, recruiters never have to log into separate systems or re-enter information when pulling in additional tools needed for their day-to-day tasks.
2. Centralise Candidate Data for Easier Accessibility
As standardization of recruitment practices falls into place with a fluent transfer of data among locations, organisations benefit from the establishment of information-rich candidate profiles that can be accessed worldwide. When working with candidates who may be shared across multiple locations, it is especially important to have this information fed into a single solution.
FIFTY PERCENT OF GLOBAL TALENT LEADERS SEE DATA AS EXTREMELY IMPORTANT IN SHAPING THE FUTURE OF RECRUITING.1
Universally accessible candidate profiles provide data on everything from source metrics to background screening results for anyone who enters the system, providing a well-rounded view into hiring trends and the ability to pivot processes for the largest return on investment. In addition, this information can be transferred into an integrated human capital management (HCM) system for simpler multinational employment management.
International data centers are also becoming a great way to host candidate information based on popular hiring locations. A centralised talent hub like the iCIMS Talent Platform supports a simple approach to this, with data centers in the European Union (EU), United States and Canada to ensure recruitment efficiency remains uninterrupted.
The iCIMS Talent Platform supports users in more than 70 countries, nprocessing more than 32 million job applications per year.2
3. Maintain International Compliance
While compliance is always a concern for employers, global talent acquisition requires a thorough understanding of varying legislation across different geographies. With data protection and candidate rights taking centre stage in the modern recruitment landscape, it is more important than ever for employers to protect themselves from costly fines.
As of May 2018, the European Commission’s General Data Protection Regulation (GDPR) requirements are placed on any organisation handling data involving individuals in or from within the European Union (EU). Efforts such as this to strengthen and unify information security are much simpler to approach with a solution that is designed to support compliance.
For example, iCIMS has recently invested in the EU-US Privacy Shield certification by the United States Department of Commerce, creating a framework to protect the transfer of personal data between the EU and U.S. in replacement of the US-EU Safe Harbor framework.
The principles of this new certification ensure compliance for global employers when it comes to:
- Accountability for onward transfers
- Monitoring and regulatory enforcement
- Dispute resolution
- Audit trail documentation and reporting
Not only does data governance and robust reporting apply to the applicant tracking function but with strong integration capabilities, a centralised talent platform can capture data flowing from all talent acquisition systems to maintain full compliance under one view. With a globally equipped recruiting platform, organisations can continue to operate efficiently and agilely while avoiding the high costs associated with noncompliance on a global scale.
4. Create a Consistent Candidate Experience
Globally, employers are reporting the highest talent shortage since 2007. Operating internationally is complex as is, but another challenge arises in competing for top-performing talent in various labour markets and understanding how to attract them with a universally well-received experience.
Sixty-seven percent of organisations using a best-of-breed recruitment solution experience a consistent candidate experience, compared to only 35 percent with an enterprise resource planning (ERP) system [used for recruitment].4
The benefit of a solution that places a sole focus on talent acquisition is that candidate experience is a top priority. Candidates are won over by a simplified recruitment process and the ability to create profiles, apply for jobs, and conduct searches in their native language. Multi-lingual career portals target the right candidates and establish more meaningful connections for better business results.
Candidates who are satisfied with their experience are twice as likely to become a customer of the hiring organisation compared to unsatisfied candidates,5 and regardless of a job offer, satisfied candidates are also twice as likely
to recommend the organisation to others.6