As a business owner, it’s important to understand that your employees are the lifeblood of your business. The entire success of your company rests on how qualified and motivated your employees are, so it’s unsurprising that many businesses have a rigorous recruitment process to ensure quality staff.
One of the biggest challenges faced by recruiters and hiring managers is being able to attract the right calibre of the employee to begin with. The recent economic changes in the UK and US have resulted in businesses having to adapt in order to keep attracting the right kind of talent. If you’re one of many who is struggling to find the real quality to grow your business, then you may be battling against some residual factors, which shall be discussed in greater detail below.
Are you looking in the right place?
The job market is so diverse, as there are lots of potential candidates living overseas, in addition to this, there has been a rise in millennial job seekers, looking for junior positions across a wide range of industry sectors. Many large corporations often cast their employment net further than their own back yard to ensure that they are attracting the right kind of talent.
Many applicants may apply for a role that you advertise, but it’s important to make sure that you are not compromising on experience, skills or knowledge if you make a hire. Recruiting overseas means that you can really be selective with the talent that you go after. If you are recruiting for a senior role, this is great a great way to ensure that you are hiring somebody with all of the role requirements.
One of the biggest factors that you have to consider when recruiting for overseas talent is the visa application. Will your company have to sponsor this employee to live and work within your country, but most importantly, is this a cost-effective exercise? If you are recruiting for a senior position, then it’s recommended to go above and beyond with your recruitment strategy, however, if you’re only searching for a junior position to be filled, then it’s more cost effective to recruit nationally.
If you do find the right candidate, then it’s important to ensure that you consult with a team of immigration solicitors, in order to ensure that there are no issues when applying to be Tier 2 Visa Sponsors for a candidate. In the UK, Brexit is currently playing a large factor in the ongoings of overseas recruitment, so many companies are holding off on this process. However, if you keep well informed and follow the correct visa protocol, then it should be okay.
Is your role attractive?
If you are recruiting for exceptional talent, then you have to ensure that the role you are offering is attractive enough for people to accept. If you are recruiting an SME, or somebody who has been in the industry for a long time, then it’s important to understand that other companies will also be trying to employ them.
In order for your role to be attractive, you have to have a competitive salary that is up for negotiation, as well as company perks. If you’re based in an office, then you could offer flexible working hours, 2 pm finishes on a Friday as well as cash bonuses and employee days out. Be sure to do some competitor research to see what other industries are offering in terms of perks.
Understand the importance of perks
As a hiring manager, it’s important to always conduct industry research and see what your competitors are recruiting for, what they are offering and how much they are willing to pay. In order to have a competitive edge, you must be willing to negotiate on a starting salary, as it’s common for other companies to try and beat your offer in order to acquire exceptional talent.
Hiring exceptional talent can be an extremely time consuming and difficult task, as the recruitee has the leverage in the situation. As an overseas recruiter, it’s important to know the global market, it’s important to know the industry inside and out, as this could put you ahead of any competing recruiters who are also attempting to make a hire.
In order to be successful, you will need to be flexible and open to change, as many candidates will not move overseas, or into a new role without feeling as though they are gaining something. It’s also important to remember that not everyone is driven by money, some want the opportunity to progress within a company, whilst others can be more open to additional perks. For example, an annual bonus, flexible working hours or more paid holiday days.