Global Mobility Talent: Is Proactive Recruiting Worth it?

When it comes to your global mobility talent strategy you may be wondering whether or not you should be proactively cultivating talent leads or waiting for a position to open up first. In some cases, when an employee leaves your organization unexpectedly, you have no choice but to be reactive in your recruiting efforts. However, most of the time you have the ability to accurately forecast your hiring needs well in advance, and extend the time you have available to search for the ideal candidate by being proactive.

More Options

The biggest benefit to proactive recruiting is simply that you give yourself more options to choose from when it is time to hire. If you are able to predict a job opening six months down the road and begin gathering talent for that position early, you have more time to interview, screen, and negotiate that position. Companies who are reactive in their hiring practices often have a limited number of candidates available to them at the exact moment a position opens up, and are forced to choose from that limited pool on short notice.

Reputation

Another reason so many global mobility talent recruiters look to proactive hiring strategies is their ability to build your reputation in the most important talent circles. Companies who are able to earn a strong reputation for great hiring practices and excellent working conditions will naturally draw the attention of talent over time. A very important distinction for the success of your recruiting efforts is to align your firm with the most highly respected and qualified Executive Recruiting organization in the Global Mobility Industry.  Who represents your firm conveys a significant message about your organization within the talent pool.

Challenges

The switch to a proactive global mobility talent strategy is not without its challenges. There will always be some level of reactive hiring happening when unexpected resignations occur. In addition, if your company does not already have a strong reputation online to leverage, it can take some time to start building a following. Even with all of the extra time and preparation given with proactive recruitment, you must realize that you are working on a timeline of up to six months. Some candidates who were available at the beginning of your talent search may not be available by the time you are actually prepared to hire. The goal is to build up a large pool of talented candidates in advance by working with your Executive Recruiting firm dedicated to the Global Mobility Industry so you don’t miss out on the ones you really want. The firm can be building your pool proactively and allow you to meet your client/customer expectations much more quickly than starting from ground zero.

In general, companies can benefit from proactive talent acquisition as it provides more depth and breadth to their hiring search and working with the most highly respected recruiting partner makes recruiting successful for every talent need.