Technological advances will lead to a truly global jobs market within the next 25 years, according to new research by leading office recruitment agency, Office Angels.
The survey, based on a sample of 750 jobseekers and 250 hiring decision makers, found that many employees think British companies will increasingly turn to global recruitment as a means of sourcing new talent as technology broadens their reach.
57% of those questioned for the research, which marks Office Angels’ 25th anniversary, predicted that global companies will dominate future jobs markets by 2036, while 39% believe that organisations will have greater access to jobseekers from around the world thanks to better technology. This will lead to more accessible international opportunities for those with the right skills, and with location removed from the selection criteria by 2036, 55% are concerned that there will be far more competition for career progression as people compete for roles on a global level.
Almost three quarters (71%) of workers believe that a variety of new technologies will improve flexibility and connectivity, meaning that global hiring will become more prolific as more people work from home. Greater use of technology also means that job applications will increasingly be made online, through smart phone apps, or even via video phone. It also means that CVs will be added to a global database, further strengthening the concept of a global recruitment market, removed from physical constraints.
David Clubb, Managing Director of Office Angels, says, “The ability to hire from a global pool of talent will mean that businesses have access to more candidates than ever before, but they will also be under greater pressure to market their company to jobseekers as the choice of roles creates a more discerning employee. Employer branding will therefore be essential to attracting and retaining future talent in an increasingly competitive environment.”
Whilst recruiting from a global talent pool gives companies access to a bigger pool of potential candidates, businesses may find that it becomes harder to ensure that new staff fit with the company’s culture. The key is to find talent that can work in a way that compliments the company’s ethos, vision and technological capabilities. Businesses looking to propel themselves into the next generation of recruitment, retention and talent management can follow Office Angels’ five point plan for employer branding essentials:
1. Appeal to ambition – Brand reputation works harder for major employers, reflected in the fact that high profile businesses may find the recruitment process easier. But even smaller companies with smaller salary budgets can appeal to the right talent by speaking their language. Career progression is often rated even higher than salary expectations, and experience shows that businesses offering a clearly defined career plan will often secure the best talent.
2. Know who you’re talking to – Whether it’s demographics or cultural differences, the message is clear: know your audience. It’s vital to understand what makes an interviewee tick, so tailor messaging accordingly. Successful businesses adapt their employer brand and offering to their various target audiences, taking into account different values, ambitions, needs, geographies and cultures.
3. Make every impression count – While a jobseeker’s first impression of an organisation will determine their immediate interest in the company, this judgment will keep changing. It’s important for businesses to review every encounter that an individual might have with their brand before, during and after the application process, and work with their recruitment partner, HR department or marketing function to improve each of these touchpoints.
4. Recruiting for your brand – It’s important that the recruitment experience reflects the brand correctly, and in turn, attracts and engages the right people. Businesses need to consider where they advertise a role; how easy it is for people to apply; how to respond to applications; the number of interview steps; who will conduct the interviews; how to handle the rejection and offer process; and finally, how to secure the interest of the new recruit until their start date.
5. Use employees as brand ambassadors – Employees can act as the strongest brand advocates, as they understand the company culture first hand. But in order to communicate a positive experience, they must live and breathe the brand, understand what it represents, and be passionate about what it’s trying to achieve. For this to happen, inclusion is key: when developing brand propositions, organisations should involve everyone from sales and marketing, through to HR and operations.
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