Our guest blogger is Judy Tilmont, owner of JST Search Group in Indianapolis, Indiana (USA) and a member of the NPAworldwide Board of Directors. JST Search Group places professionals in a wide range of manufacturing, engineering, operations, and finance roles.
About 10 years ago I was asked by an associate to write an article for his company newsletter on my experience with global recruitment. We had recently worked cooperatively to fill an offshore role in the finance industry. The placement, and article, was regarded by a lot of our peers as interesting. It had a nice fee, but in the overall scheme, not of much interest to the majority. International activity was not something that was a part of their business model. At that time, sourcing, qualifying and placing individuals outside of your own country was a scary thought. There were too many hurdles, too much uncertainty.
Fast forward ten years, I have just returned from an NPAworldwide-sponsored Global Networking Conference in Amsterdam. It was attended by recruitment industry professionals representing 13 countries on 4 continents. The theme was how do we work together to satisfy our client needs in this global economy. We had sponsor presentations covering business compliance in South America and statutory and commercial risks when placing candidates across borders. I gained valuable advice on the best strategies to facilitate interviews outside of the US, remuneration package expectations in Europe versus South Korea, why I might not want to handle that assignment in Brazil without some help from a compliance expert and that they are recruiting the same oil and gas candidates in Denmark as we are in Houston. The bottom line message though, was clear. If global recruitment is not a part of your business, you are limiting your potential.
So what’s stopping you? Do your clients have an international presence? Have you ever asked to participate in those search assignments? Check with your HR managers about what their companies are looking for internationally. Ask for that business. My HR managers and hiring authorities are really happy when they hear that I have networked with like-minded recruiters outside of the country and they don’t have to go through a vetting process for help. When I explain that I will be the one interviewing candidates at 11PM or 5AM and they only have to deal with me in the US eastern time zone, that’s even better, especially when they have positions in many different global locations.
Take advantage of the many opportunities to network and meet like-minded associates. There are formal networks such as NPAworldwide (which I would recommend) or groups on LinkedIn and Facebook. Many of these assignments are doable on your own, without using a partner or associate, but it will be easier if you are trying to build a global recruitment segment if you don’t have to start from ground zero. Having a local associate who knows the business climate, economy and local language will help you to fill positions in a timely and knowledgeable manner. You will be surprised how quickly your clients start looking at you as the “global” expert once you have completed assignments for them. So what’s stopping you?
