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Relocation Company Expansion – Talent Acquisition Strategy

Talent Acquisition Strategy

Creating an effective global expansion strategy can be difficult no matter what size of company you are managing. While smaller companies generally face more challenges in recruiting talent abroad during expansions, large companies face a bigger challenge of bringing all of their sites together under one centralized HR system. Regardless, the challenges of relocation and company expansion require the help of a qualified individual who has successfully launched global initiatives in the past, and a recruiter who can identify those individuals in a crowd of management professionals. 

Hiring a Recruiter

In order to roll out your new relocation and company expansion worldwide, you first need access to global professionals in each new market who are familiar with the challenges of that particular location and environment. From your office, it is likely impossible for you to personally go out and locate those individuals overseas or even grab their attention when you have not yet established yourself in their realm. A global executive recruiter that is highly regarded and “well-networked” in the global industry, however, has a direct line to all of the best candidates already in that location is a key resource for gathering talent proactively for you.  Your global executive recruiter will be the best advocate for the type of candidates vital to your success and can help screen out those who are probably not up for the unique challenges of a full-scale expansion effort.

Finding Experienced Trailblazers

In order for you to capture the best chance of success with your relocation program and/or company expansion, your global executive recruiter needs to be especially stringent about selecting candidates who already have extensive experience with global expansions. While a younger manager may have a ton of great ideas about how to handle things locally in a market that is already established, or one which has hit a minor snag in recent sales, the reality is that they may not have the tools and skills necessary to navigate the setup of a completely new entity on their own. This often requires the background knowledge of cultural and language expectations for the area as well as a history with other business professionals already existing in the area. An experienced candidate will also have far more confidence in their decisions as they move forward with the project, and can hopefully work with less oversight and within a tighter operating budget until they are up and running at full speed.

Any talent acquisition strategy aimed at relocation and company expansion should be heavily weighted towards individuals who have proven themselves successful at building businesses from the ground up, not just taking over existing enterprises. The knowledge and background of what it takes to shine through the competition during an expansion will pay off far more than someone who needs time to orient themselves to each new step of the process and needs constant feedback before making difficult decisions on the other side of the globe.

  • National Association Executive Recruiters
  • National Association Personnel Services
  • Foreign for Expatriate Management
  • Society for Human Resources Management
  • Worldwide ERC
  • Women Business Enterprise National Council
  • Southeast Regional Relocation Council
  • Chicago Relocation Council
  • North Texas Relocation Professionals
  • Houston Relocation Professionals
  • Tennessee Relocation Council
  • Midwest Relocation Council
  • Metro Atlanta Relocation Council