It is becoming quite tough to hire the perfect talent, especially in the saturated labor market. Henceforth, to simplify the headhunting process, many organizations are adapting to the global recruitment approach. Despite the utilization of strategic recruitment approach, companies continue to encounter difficulties when managing their workforce.

To manage organizational activities simultaneously with the global working force, here are a few tips that will help to manage these globally recruited employees.

Before we delve into tips for managing a global workforce, it is important to have a solid understanding of what global workforce management entails.

What is global workforce management?

The term “workforce management” (WFM) refers to the process of increasing a staff member’s productivity and efficiency. It involves a range of duties related to scheduling, forecasting, tracking, and controlling employee workload to ensure that staffing levels are in accordance with business demands. So, when you are managing the workforce globally, then it is termed as global workforce management.

Tips for Managing a Global Workforce

1. Optimize your search strategies: Before searching for global talent, you should have a clear understanding of your requirements. In particular, the talent must have suitable experiences, diverse skills, and especially niche expertise.

   A company with a diversified talents pool is better equipped to handle different challenges, culture, rules, and regulations of the organization. These specifications not only broaden your existing employee’s productivity but also makes it easier to find suitable candidates.

   With a demonstration of flexibility and diversification, your organization can attract the best employee to join.

2. Value to Cultural Awareness: In order to manage the global talent for your organizations, it is important to focus on cultural awareness. By providing value and investing in your employee’s culture and training assessment, you are likely to foster a work environment that feels familiar to them and encourages them to be more engaged and productive.
3. Value to Religious Needs: Your organization may have different religious beliefs amongst employees, especially if you are managing the global talent. If the company provides sentimental value to their employee’s religious activities such as traditional dress code on auspicious days or giving time off for religious holidays, foster closer relations thus making it easier to retain to talents.
4. Adhering to Rules & Regulations: One of the challenges with managing a global talent is dealing with all of the international obligations that come with hiring globally recruited employees.

   For instance, if you are hiring in the UAE, you must abide by the Wages & Standards Labour Practices which govern various aspects of employment. Similarly, if you intend to recruit individuals in other Middle Eastern countries, you must be familiar with their labor laws and regulations.

   The rules governing tax laws, employee benefits, employee pay, and wage laws must be complied by your organization There are further specific regulations that may apply depending on whether you’re hiring a full-time, part-time, or contractor employee.

5. Build Trust Among Employees: Building trust within team members is important for managers of international companies. In order to do this, it is necessary to reiterate the organization’s structure, goal, and core values.

   It also requires understanding how each employee’s contribution fits into the overall business strategy. Ensuring the team functions as a unified entity working towards the same objective is essential, whether your company is in engineering or manufacturing, or any other industry.

   When managing a distributed team of employees throughout the world, this becomes even more essential. Encourage teamwork, create a positive team dynamics, and communicate your leadership style to your team. Process engineers and quality experts among other professionals may earn some profit from improved morale and increased output as a consequence.

Robbert Murray Global Staffing Service: Our team of recruitment consultants at Robbert Murray are highly skilled recruiters, with extensive knowledge in many different international sectors, notably those in Middle Eastern countries. Our areas of experience include executive search, healthcare recruiting, and a variety of other industries. As a result, we have access to a huge network of potential candidates, and we take great pride in our ability to consistently offer our clients top-notch services.

Are you looking to expand your operations globally? Our team at Robbert Murray & Associates help you assemble a global talent pool to help you find the best fit for your business. Contact our recruiting experts today at www.robbertmurray.com