Companies Struggle to Recruit Internationally

International
business

International business 1
https://www.workforce.com/2013/03/04/companies-struggle-to-recruit-internationally/
Discussion of the article and important issues
The human resources are required to do an improved job of international aptitude
management as companies brawl to recruit transnationally. The companies are intensifying its
range globally and most of the growth is imminent from the developing markets. In order to
encounter the growth aspects, talent management has been capable of quickly obtaining
overseas employees. There is no link between the native and global recruiting techniques
which makes problematic for the HR (human resource) managers to upkeep with the
organization’s persistent need for the universal talent acquisition. The workforce is becoming
universal but there is one out of four believe HR teams top at obtaining and holding global
talent. There are over 80% of executives who believe that active talent management is a vital
to accomplishment and just 24% consider that the HR team is competent to assist their
globalization approach. The thing which cannot be replicated by the competition is talent
worktop. The HR professionals have a significant role to play in the international talent
attainment but the professionals are required to look afar the tried and true local employing
strategies to encounter the expectations (Brannen, Piekkari, and Tietze, 2017). The
professionals are required to contract with the varying education structures in the several
nations accompanied by the restricted talent pools and ferocious competition from
international and local trades for the best people. The important issues identified in the article
are:
 There is a different recruiting culture in every part of the world and there are labor
shortages everywhere.
 The interruption between the local and international employing techniques makes
problematic for the HR executives to sustain with the company’s requirement for the
universal talent acquisition.
 Effective talent management also issues as a key to the success of the organization.
Underlying theoretical concepts relevant to the article
HR professionals are required to align human talent with the goals of the organization. The
company can be sure that it has an appropriate set of skills to assist the business through
strategic recruitment and selection. The recruitment is not just about filling the vacancies but
it’s all about recognizing the skills, expertise, and leadership for the business growth and can

International business 2
outperform in the competition. Recruiting efficiently does not mean to recruit at the lowest
cost but an organization does not like to spend on recruitment and hiring than it has decided.
Efficient recruiting is identified to be putting the right job advertisement in the right place in
order to appeal the right candidates at the appropriate time (Cuervo-Cazurra, 2016). The
recruiting comprises forming an application process which encourages employees than
deterring them. It utilises time and resources of the organization and convert to the job
applications. The organizations are required to establish a process which is capable of getting
the talent for the job and in the cost effective manner. Add on, the organizations are even
required to underlie theoretical concept like to comply with the legal requirements. HR
professionals aim to assist employees through the formalised process which cuts the violation
risks and sustains the business in staying fair and being transparent in its hiring (Gupta, and
Bhaskar, 2016).
The organizations can go for external recruitment in order to expand the talent pool which is
required to bring specialized skills. The external recruitment is quite harder than the internal
recruitment. Before recruitment, it is required by the organizations to analyze the job
properly. The organization should systematically review the skills required from the job
along with the personal characteristics of the candidates. The HR professionals should
develop a target plan to reach the candidates with the required skills (Brewster, and
Hegewisch, 2017).
Related policy issues and debate around the issue
There are several policy issues concerned with the article. The biggest issue faced in
recruiting internationally is the timeline. It can take a long time for the candidates to attain
visa of the foreign country. The organization is required to keep everyone engaged and wait
for the immigration department to process the documents of the employees. The HR
professional faces complexity in hiring, onboarding and compliantly employing people in the
international markets. Every organization has challenges and associated with the people
which can reduce the complexity to be immensely beneficial (Neelankavil, 2015). The issue
is also faced in discovering people who want to relocate. It is the biggest challenge for the
HR professional to source transnational candidates. The professionals face issue in
identifying whether the candidate wants to relocate or not. When the individuals are open to
the relocation than it shows that they are even ready for a job change as well. One of the
issues to be faced recruiting internationally is biased towards the local talent. It has been