3 Ways to Forecast and Schedule Global Hiring

HIGHLIGHTS

1. Leverage reliable economic data to understand the employment landscape.

2. Team up with your finance department to learn the important economic concepts for your business.

3. Join a colloquium or association to find out more about global talent trends.

Your organization is growing, and you need technical workers from Denver to Delhi. While it feels like there’s a shortage of talented workers, talent acquisition professionals can outsmart even the toughest hiring conditions by applying strategic thinking to their global workforce management plans.

Instead of being surprised by in-market employment trends, try these three tips to understand and forecast global hiring trends.

1. Leverage reliable economic data to understand the employment landscape.
Sometimes it feels like the internet is only good for celebrity gossip, shopping and ordering a taxi when you’re running late. But there are many resources available for global talent advisers who want to think proactively about future hiring trends.

Some of the best sites on the internet for human capital professionals look familiar to most readers: SHRM reports on global hiring trends; the Conference Board offers something called an Employment Trends Index™ (ETI); and Gallup publishes its Global Employment Tracking tool.

I would also recommend that you read what your executives read: Purchase an online subscription to The Economist, Harvard Business Review and WSJ. It’s money well spent on informing and strengthening your internal conversations about global talent mobility and workforce planning.

2. Team up with your finance department to learn the important economic concepts for your business.
The love language of business is money. Your CFO is probably too busy to host a class on financial concepts for non-finance associates; however, a class like that is probably offered online through your local community college. You should take it.

Once you have a basic understanding of the central financial concepts, seek out colleagues in your organization who are connected to your finance department. Talk to them about what matters most in their current roles. Are they worried about the implications of Brexit? Do they consider China to be a favorable or unfavorable market for your business?

You may have important HR-related issues on the top of your mind, but do yourself a favor and be curious about international economic affairs and principles. It’s the type of knowledge that can be applied in your current role and beyond.

3. Join a colloquium or association to find out more about global talent trends.
You can never have too many friends in human resources and recruiting. If you hire visa or green card holders, it’s critical to craft a network of like-minded professionals who can help you avoid the traps and pitfalls of global hiring.

I recommend CareerXroads, a colloquium of senior-level staffing and recruiting leaders who meet in a collaborative setting and share what they’re doing — and what they’re not doing — with other talent acquisition professionals.

Above all, it’s important for you to know that it’s possible to understand and forecast global hiring trends. It just takes a bit of diligence and a commitment to relationship-building in order to proactively and validly understand international hiring trends.


Ruettimann-138aLaurie Ruettimann is a former human resources leader turned influential speaker, writer and strategist. She owns a human resources consultancy firm that offers a wide array of services to HR leaders and executives. Reuttimann sits on the strategic advisory boards at Vestrics and BlackbookHR, two HR technology firms focused on learning analytics, big data and employee engagement. She is also recognized as one of the Top 5 career advisors by CareerBuilder and CNN.