Global Recruiting: 5 Tips and Tricks in a Fast-Growing Business

Every high-growth company eventually faces similar issues—or should we say challenges?

What matters is that your company grows from 50 to 150 people, or 500 people a year, and it doesn’t matter what stage you are at. In either case, HR should be layered into the company structure so that each high-growth period is seasoned with the appropriate approach to the necessary shifts in the global hiring approach. 

To scale your business, you’ll need to establish standard hiring practices. The global recruiting process may be easily customized and adapted as your company grows and scales. Many of those tendencies are directly tied to the cooperation between HR and hiring managers.

A lot has been written and talked about successful hiring, but the process has become considerably more challenging in global recruiting companies.

1- Create a hiring strategy for global recruiting

Your company’s growth period is one of its most difficult times. It’s critical to keep HR apprised of your global recruiting plans, even if you can only guess how many people you’ll need to meet your projected growth.

Knowing where your firm is headed in the short term is essential. Whether it covers three months or six months, your estimate will provide the HR team with enough time to plan and fill the critical roles.

Scaling your global recruiting process necessitates a well-thought-out hiring strategy. Ideally, it should contain the following:

• What you’re looking for in a potential employee (this one is all-important for HR)
• A firm foundation will be laid for your company’s future success if your employment demands are evaluated and documented. 
• It will be easier for the HR team and hiring managers to understand each other’s perspectives on the company’s demands.

This is where we begin to define roles.

2. Clearly define new positions in global recruiting

As the company grows, your time will become increasingly limited. It’s time to redefine existing positions and create new ones once the global recruiting plan is in place and the global recruiting scale is established. As appropriate, we’re referring to putting down all of the pertinent information you’ll need for the upcoming global recruiting process or subsequent ones.

Still, it’s a good idea for the HR team and hiring managers to have a pre-prepared template to make creating a new position as simple as possible. You can use this template as is, or you can customize it to meet your own needs. 

It’s better to ask more questions to get to the heart of the matter rather than fewer. The HR team and the hiring manager will gain a lot from this. Among them:

• The kick-off meeting is a chance for the HR team and the recruiting manager to develop a shared understanding.
• It never hurts to have two-way street communication. As a result, a climate of cooperation and mutual respect will be established.
• Make a list of all you know about the position to utilize in the future, whether it’s for job description writing and promotion or redefining the initial assumptions.
• People who are being interviewed for the position should be given a copy of the job description later on (so that everyone engaged in the process, including the job seeker, is aware of your qualifications).
• Defining boundaries will guide human resources for future sourcing through meeting notes and job descriptions.

3. Decide on an improved sourcing approach while recruiting globally

When it comes to certain positions, there is no other way to find the right person than to find them or reach out to them directly.

More and more people are being hired because of the quick expansion (which is undoubtedly wonderful) and the increased competition in the talent market. To properly prepare your sourcing strategy, you should put in the effort now.

Regardless of the current stage of your company’s global recruiting process, it would help if you never forgot that you represent the company to the prospect. A candidate’s experience will be shared with others in the market through advertising and sales. You represent the company’s employer brand; thus, you need to prepare accordingly.

It’s important to concentrate on two things:

• Securing the services of job-suited candidates is a top priority.
• Using the most effective means to get a message to potential candidates.

Here, the HR team and hiring managers collaborate. It doesn’t mean that your recruiting manager has to learn how to generate a Boolean string in LinkedIn, nor can you tell the hiring manager exactly what they need for the position.

What could help determine the sourcing strategy is:

• Send the hiring manager a sample of your upcoming direct messages by creating and distributing a template in advance (this might take some time, but the input HR might get here is gigantic).
• It’s good to share four to seven ideal candidate profiles with the HR team and the recruiting manager to guarantee that they are on the same page. Further sources might use this job as a reference point.

4. It saves time to use an interview prep kit

As a result of the vastness of the subject, I’ll narrow my focus to one aspect of the hiring process design that has the potential to improve both the candidate and the hiring team’s experience.

When interviewing many people, it is important to have a set of interview questions in place. It takes a lot of time to get started, but it’s only for a short period.

The primary issue we’re attempting to resolve here is:

• Defining the areas in which the interviewer should focus.
• Using similar questions will speed up the process.

Employing managers might use an all-purpose interview prep kit for current and future interviews. Designed once, it can be reworked, expanded, or repurposed in the future.

5. It might be a good idea to keep a scorecard

Being on the same page regarding professional areas that need to be reviewed is essential to the recruitment process’s success, as we can all agree.

It’s possible that we’re not aware that the interviewers we’re working with have been trained in a variety of methods. But in some instances, this isn’t even the major issue. High-growth organizations often necessitate a more concise and explicit approach to interview preparation from HR staff.

Scorecards for interviews could be an excellent substitute. The following is a list of the candidate’s attributes and abilities:

• Help you identify the characteristics of your perfect candidate.
• Take the recruiting team tour of the candidate’s most noteworthy attributes.
• Set up a simple and transparent way to evaluate your work (and structure the whole global recruiting process).
• Make it easier for everyone to express their views about the candidate.

In Conclusion

Keep in mind that there isn’t a single global recruiting structure that works for every high-growth organization. Make the most of your current situation by studying organizations that have been in your shoes before. While you should consider their suggestions, keep in mind that your global recruiting process and procedures should be based on your unique constraints.

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