Tips to Create A Global Recruitment Strategy for Your Business

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StrategyDriven Talent Management Article |Global Recruitment Strategy|Tips to Create A Global Recruitment Strategy for Your BusinessBack in the day, there was no concept of telecommuting. However, in today’s world of technological advancements, the idea of having physical workplaces has become outdated. With the passage of time and enhancements in the technology sector, employees get a lot of leverage because they can work anywhere that may not be their workplace if they are not compromising on quality, efficiency, and punctuality. Thanks to breakthroughs in virtual technology, businesses have benefitted as well. Companies have taken full advantage of these breakthroughs, from hosting meetings online to keeping track of their employees’ progress through digital portals.

In addition, companies that operate on a global level, especially multinationals and transnationals, have turned to better, more effective ways of hiring. As remote work is exceedingly conventional now, companies have started to hire human resources from all around the globe. Previously, organizations would have the best applicants come down to their head office to conduct the interviews. But in recent times, that has changed. Instead of having applicants come over from different regions of the world, businesses now hire virtually.

Though it may seem like an excellent solution to the time-taking traditional hiring method, recruitment on a global level also requires strategic planning. Here are some tips to assist you in creating a ground plan for international recruitment.

Mitigate risks with fixed-term contracts

Regardless of where an organization’s headquarters may be, the HR department must be fully conversant with international labor laws. In addition, companies need to be mindful of the taxation policies, benefits, and regulations. Usually offered when an employee may be temporarily unavailable or when a project requires an addition to its task force, a fixed-term contract allows companies to outsource personnel for a specific and pre-informed period. The timespan of these contracts varies from country to country, and so do the perks.

Having a clear-cut understanding, which states every single detail, can help employers avoid future risks. For example, newly hired or outsourced employees may want to go against or quit the company. They will try their level best to get everything they can to compensate themselves. Having concrete proof of all agreements can save you an arm and a leg when letting such employees go.

Outsource a third party

Another common practice of organizations in today’s world is contracting a third party to run and look after a handful of business operations. These external service providers can perform tasks or take over whole operations for an organization, helping the management take some weight off their chest. Commonly, these third parties look after customer care, information technology, etc. The main reason for having other companies look over these tasks is to reduce internal costs, improve efficiency, and bring out the best of the departments.

Inspire the world’s best talent to join

Competition in the commerce industry has always been high. Be it job hunting or recruitment, to be the best, you must beat the best. Inclusivity and acceptance of all races, gender, and ethnicities can attract aspiring employees from every corner of the world. Employer branding plays a huge role in securing and acquiring the best candidates the world has to offer. To build an employer brand, companies form talent acquisition teams. Alongside creating task forces, companies also improve their digital presence and recruit social media influencers to become their ambassadors.

The most viable method of doing this is to create a local presence through your marketing team. Marketing teams can collaborate with local influencers and other marketing teams to develop locally appropriate and socially conscious campaigns. Moreover, targeted advertisements through social media can further attract potential employees.

Lastly, ensure your campaigns are mobile-friendly to attract people of all age groups. Through word of mouth, you can increase the chances of people knowing about you and your entity.

Giving candidates a consistent experience

Providing applicants with an experience of a lifetime can do you free marketing. Having tech-savvy mobile applications and an easy-to-use browser interface can have a favorable effect. Aspiring applicants from around the world would want to get done with recruitment formalities as soon as possible. These may include forms and surveys. Most importantly, the job description should be pertinent and to the point. A monotonous job description failing to entice applicants will never get a good response. Along with that, a strong follow-up and posting reviews of past applicant experiences can motivate ambitious applicants to apply for the job.

Universal compliance is inevitable

Every country in the world has different rules and regulations when it comes to its workforce. However, most of them have almost the same requirements. Minimum wage, working hours, job security, medical benefits, income tax, and leave policies are the most common details that every candidate inquires about organizations under consideration.

Offer letters should be meticulously crafted to include relevant terms and conditions. All the intricate details mentioned above should be thoroughly discussed and jotted down. Compliance should be of utmost importance because unless businesses comply, their vacant positions will go to waste. Being aware of the regulatory requirements can smoothen the hiring process. Despite being a daunting task, adhering to statutory requirements can make the whole process easier.

Try blending in

Get your existing workforce to derive an experience that attracts customers through content that matches their cultural heritage. Localization can give them a sense of being accepted and recognized. Organizations can benefit significantly by providing aspirants with an interface/experience that puts them in their comfort zone. Organizations are bound to have an increase in applicants if they can captivate and mesmerize the audience.

Communicating with interviewees in their native language and greeting them according to their religious or cultural background can instantly win them over. As a result, in the long run, your business is also likely to operate in the native language in the respective country, attracting both customers and further aspiring employees. Speaking their language, discussing their country’s social issues or current affairs can help them indulge better in the conversation.

Conclusion

All in all, global recruitment has its pros and cons. International recruitment can take its toll on your company’s position, from not costing it an arm and a leg to having an incredibly arduous process. However, in a COVID-19-struck world, global recruitment is set to become the norm, which is why adapting to this form of recruitment and having a solid plan is bound to do right by you. The tips mentioned above will most definitely help you hire the best of the best in their respective positions from around the world.

How Nurses Can Be Appreciated For Their Hard Work In the Workplace

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StrategyDriven Talent Management Article |Nursing Career|How Nurses Can Be Appreciated For Their Hard Work In the WorkplaceWorking as a nurse is a challenging and tiring job to fulfill. Those that enter this career usually do so because they genuinely want to look after the sick and nurture them through difficult times. No two days are ever the same and it can be quite a traumatic job to experience on a daily basis. It is particularly important that as an employer you are appreciating the hard work that nurses provide. Here are some examples of what you can do to make them feel valued.

Create a Team Atmosphere

Work is certainly more enjoyable when there is a sense of camaraderie and teamwork amongst colleagues. The manager in charge should make sure that everyone is working together and boost staff morale to keep everyone’s spirits up.

Staff Welfare Area

It is already a difficult job to cope with without having adequate breaks or somewhere nice to sit for a short lunch break. Providing a suitable staff welfare area where nurses can go to sit and grab something to eat will provide them with a much needed boost for the remainder of their shift.

Create Personalized Shirts

You could print some personalised funny nurse shirts as a small gesture to thank them for all the hard work they do. They could wear them on their days off so that other people can recognize their important contribution, or they could be worn in the workplace to raise the patients spirits. They could also be used to raise vital funds for charities as well as cheering the patients up.

Ask For Feedback

The manager should be asking staff about any areas that could be improved upon to facilitate their role. Including the nursing staff will be a positive way to make them feel appreciated and allow their opinions to be heard.

Look After Their Mental Welfare

The role of a nurse is demanding both physically and mentally. It is a profession that many enter in order to help others. At the same time though it is important that the nurses welfare is also being looked after too. Low morale can cause nurses to leave their profession so it is vital that there is a supportive mental welfare system in place for the nurses to be able to access.

Provide Incentives and Awards

Creating an area in the ward where staff can be recognised for their hard work and allowing patients to write positive feedback is a nice way to appreciate the nurses. You could place photos of the team members that have received the most positive feedback for that week and provide them with a gift basket full of items they can use at home. Small gestures like this can make a huge difference to staff morale and make them truly feel appreciated in the workplace.

What Is Upward Mobility & Why Is It Crucial For Your Business?

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StrategyDriven Talent Management Article |Upward Mobility|What Is Upward Mobility & Why Is It Crucial For Your Business?Upward mobility is a term that gets thrown around the business world quite a lot. This is something you might have seen somewhere before, and it’s highly likely you heard it when you were applying for jobs in the past. This is because it’s a term that relates to employment. Specifically, upward mobility is when a business provides employees with ways to rise up the ranks and improve themselves. It’s where you take an employee and make them a better version of themselves in one way or another.

How can your business do this, and why is upward mobility so important? We’ll start with the second question, culminating in a few ideas and tactics you can use to implement this approach in your business.

The importance of upward mobility

With upward mobility, you give your employees a chance to better themselves. They aren’t just stuck in a job that’s going nowhere, they can actively improve and open new doors for themselves. As you’ll see in the later section, the improvements and opportunities aren’t just related to their job. It can help them improve other aspects of themselves and their lives as well.

All of this comes together to mean that you have a group of very happy employees. You have people that are keen to work for you and stay working for you for a long time. They are getting a lot out of being your employee, so why would they leave? This reduces your turnover rate dramatically, saving your business a lot of time and money. Productivity can also increase as you have the same team working together for years on end – also boosting efficiency.

In essence, you don’t have to deal with teams being broken up as one or two people leave every few months. This would result in long hiring campaigns that drain your resources, and lost time as you wait for the new people to integrate. Upward mobility keeps your employees at your business for longer, and it makes them happier to work for you.

How can you implement upward mobility?

There are literally so many different ways you can implement this, which is why there’s no excuse to not do it. So many businesses from around the world present examples of upward mobility done right. One company called Grupo Caliente offers upward mobility by providing scholarships to different educational institutions. This lets employees train and gain new qualifications that can open up bigger career moves. Amazon is another company that offers upward mobility, giving all employees access to a training program to help them become leaders when they are hired.

There are plenty of other examples of companies that provide ways for employees to excel upwards. Essentially, you are looking for any type of training or development program or idea that gives your employees something extra. Perhaps they learn new skills, gain qualifications, or improve their education.

All in all, focusing on upward mobility can be crucial for your business. Keep your employees happy and focused, and the rest of your company will thrive.

Why You Should Revisit Your Hiring Requirements and Consider Hiring a 2021 College Graduate

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StrategyDriven Talent Management Article |2021 College Graduate|Why You Should Revisit Your Hiring Requirements and Consider Hiring a 2021 College GraduateThe market for talented employees is the tightest it has been in a long time, and as a consequence, many businesses have revisited their hiring requirements and been pleasantly surprised by the results. One specific hiring requirement that is often unnecessary is the classic “3-5 years of experience.” The truth is that there are many benefits to hiring a new 2021 college graduate, and the labor shortage has simply made this fact more apparent. Here we will go over a few of the reasons that hiring a 2021 college graduate should be on the top of your list of things to consider.

The first advantage: A strong willingness to work

If we are honest with ourselves, most of us will admit that when we begin a job our willingness to work is greater than it is after we have been working somewhere for several years. And this makes sense: a new hire is full of excitement and is anxious to impress. This effect is augmented exponentially in the case of a new college graduate. They are not only beginning a new job – they are beginning an entirely new stage of their life! This willingness can translate to better results not just from your new employee, but from other employees who want to step up their own game to avoid looking bad in comparison.

The second advantage: Digital and technological expertise

In today’s world, it does not matter if you run a communications company or a landscaping company, you need to use technology. The advantages of having a new graduate to serve as your ambassador to the digital world tend to fall into two categories: an ability to fix broken technology and an ability to leverage unused technology. We are all familiar with the headache that comes with computers, phones, printers, or any other gizmo or gadget you might need, so the benefits of having someone around who can solve them all is self-evident. The advantages that can come from leveraging currently unused technology are less apparent. One example of this is the woefully inadequate digital presence that so many businesses still have today. Especially if you are a customer-facing business, if you do not have an active and well-curated digital presence on websites and social media, you are likely missing out on a huge pool of customers.

The third advantage: They have no bad work habits to undo

While hiring someone with 3-5 years of experience has its advantages, it also raises some problems that a new college graduate would not. One of the issues that most commonly arises is that an experienced employee comes equipped with both the knowledge and the bad habits they picked up on their last job. And while the knowledge can be helpful, it can easily be offset by how difficult it is to instill new habits and values in an employee who is used to doing things a completely different way. In addition to the benefits mentioned above, a new college graduate will show up as a blank slate. You can teach them the correct way to do things and they will learn things right the first time. One related disadvantage of the limited experience that new hires have is that they do not have a work record. This is not as big of a deal as most people think, however, because much can be learned from a look at a candidate’s transcripts and a job background check.

The fourth advantage: They are primed to learn

Anyone who has left school and then returned again knows how hard it can be to put your mind back into gear so that it can learn as well as it used to. The brain works much like a muscle insofar as those parts of it that do not get used regularly tend to atrophy. Recent college graduates have had to learn massive amounts of new materials for as far back as they can remember. These candidates are capable of devouring new information and mastering new skills in half the time that you might expect.

Hiring is a challenge in the best of times, and in today’s market, the difficulties can seem insurmountable. While this situation is certainly frustrating, it can also represent an opportunity to revisit your hiring requirements so that you include new college graduates. They are willing to work, they are digital experts, they have no bad habits to undo, and they learn extraordinarily quickly.

Creating a Successful Fleet Operation Means Investing in Employees

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StrategyDriven Talent Management Article |Fleet Operation|Creating a Successful Fleet Operation Means Investing in EmployeesCoconino County has enhanced its Public Works fleet operations by focusing on employee development and establishing new business practices. Located in northern Arizona with its seat in the City of Flagstaff, Coconino County is the second-largest county by land area in the United States, requiring a varied and extensive fleet. In the last five years, Public Works leadership have taken many actions to build a sustainable future.

Background

The Fleet Services Division of the Public Works Department comprises two business units – Heavy Equipment Services and Mechanical Services. In addition to 18 employees operating three shops in two locations, the Division also manages two fueling sites and a Parts and Inventory Room. The Division provides essential infrastructure support and services to more than 420 light-fleet and highway equipment across County departments, ranging from the County Sheriff’s patrol and search and rescue vehicles to Public Works’ Road Maintenance vehicles.

The County maintains more than a typical municipal fleet. Fleet Services are also responsible for approximately 100 pieces of highway equipment to manage the heavy snowfall. Flagstaff, Arizona receives an average of 100 inches of snow in a year. Additionally, the County maintains over 600 miles of unpaved rural roadways, including some in the Navajo Nation.
Paradoxically, the County’s approach to improve operations in the Fleet Services Division has focused on developing employees and improving work processes.

StrategyDriven Talent Management Article |Fleet Operation|Creating a Successful Fleet Operation Means Investing in EmployeesStaffing Challenges and Planned Actions

At Coconino County Public Works, people come first. Mechanics are a vital part of the team; their role in maintaining equipment and vehicles across such a large geographic area is essential. Yet, as a rural county with a high cost of housing, attracting experienced and qualified staff can be difficult. The continuous challenges of recruitment, onboarding, and retaining mechanics led the Public Works leadership to reevaluate their approach to staffing. These challenges created the perfect opportunity to re-envision the careers of Coconino County mechanics.

The shortage of qualified mechanics is “old news” in the industry; the number of new mechanics has been steadily decreasing nationwide. As a trade, mechanics require a long lead time and many labor hours to gain skills and experience, especially with the technology and alternative fuels of complex and heavy equipment continuously changing. The reduction of farming and large-scale mining operations in the northern Arizona region appears to be partly responsible for the diminishing interest and opportunities for young adults to develop mechanical trades skills.

The decline of young adults entering the workforce as mechanics and other trades contributes to an organization’s ability to meet its improvement goals and provide public services. The inability to hire and recruit new employees has impacted maintenance service levels and can be detrimental. A lack of available mechanics means fewer labor hours devoted to important activities. Leadership is often faced with either cutting specific tasks or reducing labor and functions across the board. Deferring maintenance tasks can have significant, long-lasting impacts on workload, cost, structural integrity, and even response to emergencies of snow operations, floods, or fires.

Similarly, employee departures and heavy reliance on too few employees over long periods can be detrimental to the long-term performance of the organization and can lead to a reduction in efficiency, loss of vital industry and institutional knowledge, low employee morale, and reduced service delivery during periods of transition. Moreover, such challenges lead to increased costs of recruitment, onboarding, and training of new staff. Given the sheer size of the County, the bottom-line is that maintaining essential service operations requires coverage and vehicles being operational to meet public needs of access, security, and health services. The County’s effort to address these issues has focused on several priorities.

Reimagining the Organization – Investing in People

To slow and reverse these damaging, often cyclical impacts, Public Works began to reimagine and reconfigure the organization from workflow to employee roles. This started with an independent review of the operations, leading to new findings that outlined opportunities for improvement. The Fleet Services Division has now evaluated employee and management input and has executed several improvements. This includes enhancements in services, reliability, and improving quality of customer service by strategically investing in its workforce and new technologies over the last five years. The County’s investment in its people, mainly its mechanics, has also been crucial in onboarding and retaining new employees.

The process started by reevaluating the role of mechanics. With input from various stakeholders the division developed career ladders for those employed in Mechanical Services and Heavy Equipment Shops. Previously, the County had one mechanic job classification; each group is now divided into several job class categories. This strategy increased the Division’s ability to attract candidates from a wider spectrum of experience and skill set, creating additional opportunities for career growth. As a result, County leadership can develop and mentor new mechanics through trainee and apprentice roles and has created new entry-level positions requiring limited experience for those who desire to join the trade.

Incentivizing Professional Achievement

Incentivizing professional achievement is another effort focused on providing mechanics, and other employee classes, the opportunity to grow professionally. Professional development opportunities ensure that the job stays exciting and rewarding. Opportunities for advancement into higher leadership roles and access to benefits (proportionate to the experience and responsibilities) are necessary to keep employees developed and sustained.

The County established a tier-based system for mechanics to advance within the organization. Coconino County rewards its experienced and professional mechanics. The Division’s leadership team decided to incentivize professional achievement through well-established and respected Automotive Service Excellence (ASE) benchmarks with financial adjustments.

“When I came to the County, I let my Automotive Service Excellence Certification (ASE) lapse. There was no incentive or recognition of that achievement.” says Gilbert Riviera, a 15-year lead mechanic. The story at the County looks very different today. The County’s fully-fledged mechanics now have several ASE certifications covering all types of maintenance and repairs in the shops. These credentials are not just part of the mechanics’ compensation but also a point of pride for this skilled trade and a benefit to the organization. Coconino County Fleet Services is in the process of obtaining a Blue Seal Certification for both shops, making it the first County fleet organization in Arizona to reach this milestone.

The County has developed a training program to meet individual needs, including an annual training plan for each employee to learn the latest technical aspects of fleet and related technology. The County also established a position that focuses on providing training and development for employees. Ken VonShultze, who spearheads the mechanic training and safety program, proudly shares that “ASE Blue Seal of Excellence Program is the highest designation by the National Institute of Automotive Service Excellence recognizing commitment to customer service and skills for our mechanics. That is the quality of service we strive for in Coconino County.”

The Covid-19 pandemic provided an opportunity for several mechanics to increase training hours and complete ASE tests due to the plateau in fleet usage. A minimum of 75 percent of the mechanics must be ASE certified, covering all types of ASE Certifications for a Blue Seal designation. Financial incentives are available for obtaining a Commercial Driver License (CDL) for both maintenance services and ASE certifications.

Supportive Work Culture

A third effort equally important is enhancing work culture. Continuous improvement has become synonymous with fleet operations at Coconino County. The focus on creating a thriving culture centered on mentorship, inclusion, and safety is paying off as Coconino County Fleet Services enters a new chapter.

After 37 years of service, Coconino County Public Work’s Fleet Manager retired from a long and successful tenure. A departure of this magnitude leads to some disruption in the workflow. Still, it is also a testament to an extraordinary employee retention model. The work started will continue to propel the Public Works and its Fleet Services organization for many years to come.

A Way Forward: County Operations and Support Efforts

Senior County leadership understands the need for continuous organizational improvements to withstand and thrive during organizational changes. Ample advancement opportunities allow the County to retain existing employees, while reducing entry requirements based on experience and providing on-the-job training has attracted new employees. Further, providing incentives for a new generation of mechanics to join the workforce can help ensure each position’s succession.

Establishing a tiered system with rewards for education and learning encourages mechanics to stay and grow with the County.

A dynamic organization with a flexible career ladder and supportive management is necessary to fill and retain key mechanic positions and adapt to disruptive changes. Although challenges continue to surface, efforts are underway to ensure both trainees and existing skilled employees remain with Fleet Services as a mechanic or in a supervisory role. Public Works employees are essential for ensuring the County provides year-round public services for access, safety, and the health of Coconino County residents and the millions of visitors to Northern Arizona annually.

About the Authors

StrategyDriven Expert Contributor |Eslir MustaStrategyDriven Expert Contributor |Harry LorickEslir Musta, MPA, is Deputy Director of Public Works for Coconino County, Arizona.

Harry Lorick, PE, PWLF, PTOE, is Principal at LA Consulting, Inc. as well as Leadership and Management Committee Member and VP of APWA’s SoCal Chapter.