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Globalization is a phenomenon that has led to an increasing interaction between people and businesses from different parts of the world. This process has allowed an easy transfer of people, information, technology and goods or services from one part of the world to another (Steger, 2017). This blog is aimed at highlighting how human resource management in any business take advantage of globalization especially in order to source and recruit competent employees from different countries.
There are various tools and strategies that are being used by businesses to hire employees from different parts of the world. Social media and its advent has given rise to social recruiting wherein organizations recruit employees through social media platforms including LinkedIn, Facebook and even Twitter (Khatri et. al., 2015). These platforms allow businesses to reach out to skilled employees and enable these candidates to go through a recruitment process and work in a global firm. The process expands the horizons for the business as well as employees across the world.
Leading global recruiting agents have created several online platforms which bridge the gap between job seeking candidates and employee seeking businesses. Through these platforms, businesses can filter out interested candidates on the basis of their resume and conduct an online recruitment process.
The advent of technology has also made it easier for businesses to recruit globally by allowing them to communicate effectively with different people across the globe. This is why businesses have been actively aiming towards seeking the best talent irrespective of geographical boundaries. Businesses must be technologically sound and savvy in order to effectively prepare themselves for conducting global recruitments (Stone et. al., 2015). Organizations have also identified the need for workplace diversity and hence they are keener on bringing together talent from various parts of the world. Workplace diversity comes with immense responsibility because it is imperative that the employees of the business seek to understand and respect different cultures and working styles. Therefore organizations conduct strenuous trainings on varied cultures in order to effectively make themselves global. Workplace diversity allows employees to expand their horizons by learning about varied cultures and customs across the globe.
There are numerous ethical issues that are posed to an organization while global recruiting. Every country is associated with a number of stereotypes and it is imperative that any employee is not judged based on the stereotypes associated with his or her country. It is important for businesses to take the right steps in order to ensure meeting ethical standards (Baker, 2015). Fair wages and fair treatment is deserved by every employee and it is important that businesses conduct themselves in an ethical manner. Country laws must be adhered to while contacting candidates from another part of the world and employees must be encouraged to obey and respect all their local commitments before joining the business in a different country.
Current trends that are changing the global recruitment scenario include social recruiting, creation of virtual offices and enhanced employee engagement. Recruitment through social media as well as the use of these platforms while conducting background analysis of employees has become increasingly common. The growth of technology has also enabled recruitment process to take place virtually with the help of video conferencing using tools like Skype. Virtual offices are being created in the remotest parts of the world to enable different people to work for the organization.
In order to prepare themselves better, organizations must come to understand that global recruiting is important for the growth of the business. Global recruiting does not simply imply attracting foreign employees in the business but also resonates with new ideas, new working styles, increased global understanding and improved work culture of the organizations (De Wit, 2015).
Organizations must also effectively engage employees in the business in order to prevent them from being poached by competitors. Efforts must be made on a regular basis to keep employees motivated in the business and ensure that their personal goals are well in line with organizational goals. Employee retention must be the focus of businesses to ensure long term sustenance of employees. This is important from a cultural as well as a financial perspective owing to the chunks of financial resources that the firms will be using on global recruitment. Strict data protection laws must be in place that guide firms and protect the business from data theft. Human resource management in a global scenario is not only desired but also essential for the success of the business (Bossler, 2016). Terefore it is imperative that businesses work towards preparing themselves for the same.
Baker, M., 2015. Workplace climate: Metrics for ethics. Nature, 520(7549), pp.713-713.
Bossler, M., 2016. Recruiting abroad: an empirical analysis. International Journal of Manpower, 37(4), pp.590-605.
De Wit, H., 2015. Recent trends and issues in international student mobility. International Higher Education, (59).
Khatri, C., Chapman, S.J., Glasbey, J., Kelly, M., Nepogodiev, D., Bhangu, A., Fitzgerald, J.E. and STARSurg Committee, 2015. Social media and internet driven study recruitment: evaluating a new model for promoting collaborator engagement and participation. PloS one, 10(3), p. 311.
Steger, M.B., 2017. Globalization: A very short introduction(Vol. 86). Oxford University Press.
Stone, D.L., Deadrick, D.L., Lukaszewski, K.M. and Johnson, R., 2015. The influence of technology on the future of human resource management. Human Resource Management Review, 25(2), pp.216-231.
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