- Posted by Vidcruiter
- On September 26, 2012
- 0 Comments
- applicant hiring system, applicant recruiting system, recruiting platform, recruitment software
The impact of globalization on recruiting is huge. Perhaps the biggest impact would be the new realities in hiring because of the global coverage of talent acquisition. Wage is now a frontier in recruiting people from different countries with different currencies and standards of living. Outsourcing is also causing a huge employment shift. Telecommuting is a normal work arrangement and is also dragging a lot of new dynamics to the world of recruitment. This created a new playing field for organizations all over the world. This demands a new way of doing things. The failure to adapt to this new recruiting situation will result to poor pooling and poorer human capitalization. On this line of thought growth and profitability will remain elusive as organizations struggle to get hold of high caliber talent that can drive their businesses to the top.
Human capital front and center
Human capitalization is becoming a key strategic element in seizing competitive advantage. This might have been a long standing belief in the world of business but today it has gained a bigger foothold in corporate thinking. Organizations today simply need to get the best people out there. They need to sign up talents that possess the knowledge, skill, attitude, and right fit to the organization knowing this is the key to sustain growth and secure profitability. With businesses going towards this direction, sourcing talent is a lot trickier today. What can organizations do? They need to get to their sourcing process fast – getting to the best people first, completing applicant assessment before anybody else, and signing them up quick before other options become available to the applicant. It is not about the big bullying the small anymore. It is about the fast beating the slow.
Redefining job qualifications
Today organizations that still see cultural diversification as a scary concept would have to say goodbye to competiveness and profitability. Businesses need to get to the best people from a bigger pool – the world. This would mean hiring managers from Singapore, contracting IT developers from India, call agents from the Philippines, and contracting engineers from Germany. This is the new reality of staffing as global operations are common and hiring people locally where the business operates is not only practical but efficient. Companies that still prefer home grown talents might find themselves strangled with inflexibility. This can hurt their expansion efforts and can even put them in a risky position of trailing behind their competition simply because they fail to seize opportunities to maximize diversity and the international talent pool.
Rethinking of the hiring process
Since human capitalization is part of the strategic maneuvering of an organization and global pooling is a reality no business can get away from, the reinvention of the recruitment and selection process must also follow to align the organization to the trend of the times. Video interviewing can be a good way to get to applicants fast. Because of asynchronous video interviewing, no time is wasted in processing candidates. Shrinking the pool and refining the talent list can be quick and easy.
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