Founder, CEO and director of recruitment of Rig On Wheels brokerage and recruitment services.
In the hiring formula, recruiters are an essential part of the equation. As of May 2023 report Through CNBC, the U.S. job market is “still hot, but clearly slowing after the torrid levels seen for much of the past two years.” But despite this slowdown, many companies still have roles to fill — and they need smart recruiting teams to do that.
As the CEO and Director of Recruiting at an agency focused on recruiting truck drivers in the US, I have extensive experience working with a network of global recruiters to source qualified candidates. I work with a team of recruiters in the United States, Canada, India and the Philippines. Having a strong global recruiting team has enriched my company and candidates with a wider range of perspectives, among other things.
Other business leaders should also consider a more international approach to their recruiting teams. To successfully implement this approach, they should keep three tips in mind.
1. Find the right tools and processes
When recruiters are globally dispersed, a company needs to provide them with a standard set of tools that can work in any country.
Particularly in some countries, some software solutions, such as certain video conferencing systems, work better than others. Just because a solution works well in the United States doesn’t mean it will work well abroad, for several reasons. Business leaders should avoid using a mix of tools in different countries as this can lead to confusion and miscommunication. Instead, they should choose solutions in each area that work best in the different applicable countries and stick to only those tools. For example, at my company, we strategically chose a video conferencing solution that would work in all four countries from which our recruiters operate to ensure robust and streamlined communication and collaboration.
Of course, the right tools must be accompanied by the right processes. Company leaders must ensure that recruiters have clearly defined processes to follow. For example, a company-wide process might require recruiters to reach out to the appropriate hiring managers via video calls once a week so that all parties are aware of progress and any impediments.
2. Create standard operating procedures
This brings me to my next point. While each recruiter brings their own recruiting philosophy to the table, that individualization must be balanced against standard practices.
By implementing standard operating practices, business leaders can increase the likelihood that their candidates will have consistent experiences across the board and get a good impression of the company. Good impressions are crucial in the hiring phase as they can make or break a candidate’s decision to apply to a company. Consider a 2023 questionnaire by CareerPlug who found that “49% of job seekers said they turned down a job offer because of a bad experience with a potential employer during the hiring process” and that 8% said no because the “interview process was slow” and “disorganized.”
Company leaders can establish standard operating procedures by stipulating that all interviews with candidates be conducted via video calls (even induction screenings) and require all recruiters to contact candidates within a specified time frame. Company leaders should also regularly review their standard operating procedures to identify opportunities for improvement.
In addition, Standard Operating Procedures are especially vital in an international context, given the variety of laws and regulations that recruiters need to be well-versed in recruiting in a company’s designated country. An innocent question that a recruiter abroad might ask a candidate in the US about, say, their marital status or the number of children could be considered “evidence of intent to discriminate.” according to the US Equal Employment Opportunity Commission.
3. Emphasize regular training, team bonding and meetings
To ensure that recruiters use standard operating practices, company leaders should train recruiters on a regular basis. Onboarding training is important, but regular training sessions allow recruiters to refresh their memory of the company’s standard operating practices and stay abreast of any changes.
These training sessions are also a good opportunity for leaders to foster team bonding among recruiters. For example, company managers can organize a virtual game that recruiters can play together after a training session. From there, recruiters can connect with each other after realizing they have common interests.
Regular staff meetings are also essential. Recruiters shouldn’t overly come together as a team, but they should meet in a prescribed cadence. While coordinating across time zones can be challenging, regular meetings help keep everyone informed and share best practices and tips. This can strengthen the organization as a whole by attracting more qualified candidates who usher in the next wave of innovation.
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