In her article titled “Like Finding a Needle in a Haystack: Recruiting in the global village” Jennifer J Laabs talks about what to do in order to recruit globally. Companies cannot only limit their recruitments process in their countries, but they should expand their mindset. For example, the author presented the U.S. companies that are hiring people from the United Kingdom, Europe and Western Europe for high-tech workers. In addition, she mentioned that companies need to go looking for applicants because they cannot expect them to come to them. However, there is a lot of competition and others companies worldwide want the same things. Therefore, the author encourages firms to open offices in countries they want to hire because the distance factor makes it difficult for the recruitment process. Finally, she said that the technology is a significant support for global recruiting, organizations should use technology in many ways to build their relationship with outside partners. Another article titled “Managing globally competent people” and written by Alder, Nancy J, Bartholomew and Susan. The authors recommend global human resource changes at two levels and first of all they present a set of …show more content…
Nowadays, some organizations do not use their strategies correctly to make their recruiting processes efficient. I would suggest that firms should build a good relationship with foreign applicants and be available for them when they reach out regarding the hiring process. Also, I would recommend to open office locations to meet candidates face-to-face in order to facilitate the job of the firm’s headquarters. Moreover, organizations should know what work for them in terms of recruitment needs and corporate goals. Finally, I suggest that companies find interest to recruit graduates students by organizing job fairs on campus to discuss employments opportunities with