Globalization in Recruitment: Strategies and Trends in HRM Blog

This blog post delves into the significant impact of globalization on human resource management (HRM) and recruitment strategies. It highlights how businesses leverage globalization to source and recruit competent employees globally, utilizing social media platforms like LinkedIn, Facebook, and Twitter for social recruiting. The advent of technology and online platforms has facilitated communication and streamlined the recruitment process, allowing organizations to tap into a wider talent pool irrespective of geographical boundaries. The post emphasizes the importance of workplace diversity and ethical considerations, including fair wages and adherence to country laws. Current trends such as social recruiting, virtual offices, and enhanced employee engagement are also discussed. It concludes by stressing the necessity for businesses to prepare for global recruitment, which not only involves attracting foreign employees but also fostering new ideas, work styles, and a robust work culture, ultimately contributing to the long-term success and sustainability of the organization.

Human resource management
Globalization and HRM

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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

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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.

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References
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.