How to adapt your global hiring strategies for 2022

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5 mins, 8 secs read time

Whether you’ve switched to a remote or hybrid model, become more vocal about social justice or mental health issues or reframed your definition of work/life balance, chances are your company has made some significant transformations over the past few years. What does this mean for how you approach hiring? Danny McGrath, Customer Success Manager at Greenhouse moderated a discussion on this topic with Amy Farrar, Global Director of Talent Acquisition for Glassdoor, Marc Douch, TA Manager for Europe at HiBob and Meredith Haberfeld, Founder and CEO of ThinkHuman. Catch some of the highlights from their Innovative global hiring strategies for 2022 conversation below.


Adapting to remote and hybrid global hiring

There’s no excuse for a bad experience, whether it’s onboarding or interviewing on a virtual basis. If you haven’t quite nailed down your remote hiring or onboarding, you should absolutely look at that because it’s not going away anytime soon.
– Marc Douch, TA Manager for Europe at HiBob

The talent market has seen a lot of twists and turns in recent years, but one of the biggest challenges for talent acquisition professionals is global hiring in a remote or hybrid setting. How do you create a standout experience for candidates when you can’t meet them in person?

“There’s a lot of competition out there and candidates want to get to an offer sooner,” says Amy. Glassdoor is actively looking for ways to shorten the interview process and add more flexibility. Instead of interviewing back to back on the same day, for example, Glassdoor has started offering candidates the option to spread their interviews out over a few days.

Transparency can be a competitive advantage, especially when it comes to the interview process. Marc recommends being upfront with candidates from the outset: “Lay out in your job descriptions what candidates can expect, set out the social contract in the beginning. Candidates have made the effort to apply, so you should make the effort to explain what’s next, how many steps it’s going to involve and how long they can expect it to take.”

Changing jobs is a huge life event, and candidates want to feel like companies are taking this seriously. “Nobody wants to be a number on a sheet,” says Meredith. You can bring a hospitality mindset to your global hiring efforts – yes, even in a remote setting – to make the application process feel more personal and less transactional.


Prioritizing DE&I in a meaningful way

Fundamentally an organization has to have an appetite for evolving at this time in order for candidates to come and stay and have a positive experience. Otherwise, the psychological safety isn’t present.
– Meredith Haberfeld: Founder and CEO of ThinkHuman

A large percentage – 86% – of today’s candidates consider a company’s commitment to diversity, equity and inclusion (DE&I) in the application process. What actions can you take to show candidates that DE&I is a priority at your company?

Make sure you’re supporting every employee – especially all of your people managers – on their own inclusion journeys. Offering anti-bias or DE&I training is a start, but you need to think bigger and broader. Meredith recommends looking at the systems and processes that are baked into your organization. Are you truly committing to celebrating and appreciating distinct perspectives? Are you creating an environment where all employees feel that their voices are heard and they have real development opportunities?

Amy also recommends looking at the big picture of how things work in your company and specifically in your global hiring processes. “It’s about looking at every piece of the process and being inclusive. If you look at every step individually, hopefully you’ll get to the end of that process and have a really great workforce with lots of different opinions and experiences.”

Be open and honest about where you are today. “You might think that because your numbers aren’t very good, you shouldn’t share them,” says Marc. “But of course you should because that holds everyone accountable to the fact that there is work to do.” Ignoring the issue only makes candidates more likely to think that you have something to hide.


Rethinking company culture

We’re really focusing on balance. Striving to work to live and not live to work. The pandemic has taught us those lessons.
– Amy Farrar, Global Director of Talent Acquisition at Glassdoor

We’ve been hearing a lot about the Great Resignation, the Great Rehiring or even the Great Reshuffling. Whatever you call it, the outcome is the same – candidates are in a position of power. They don’t just want to collect a paycheck – they’re looking for a company that’s aligned with their personal values and a place where they feel they’re treated with respect. In this environment, your company culture takes on greater significance.

When it comes to working norms and expectations, there should be a true sense of collaboration, says Marc. Companies that insist that all employees come back to the office without consulting them first have seen that approach backfire. “Ask your people what they want, how they want to work, how much time they want to spend with colleagues – and do something that meets the needs of the people who work for you,” he says.

Recognize that burnout is pervasive and actively seek ways to prevent it. Amy says that company-wide holidays happen twice a month at Glassdoor. On these days, the entire company shuts down and no one is on Slack or email. “You’re able to disconnect because the whole company is off,” she explains.

And finally, don’t shy away from difficult conversation in the workplace. “Candidates and employees are expecting that social justice is an active part of the conversation at work. Those two worlds are not separate,” says Meredith. Make sure that you’re being responsive to what’s happening in the world, you’re promoting dialogue and you’re growing as an organization.



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Melissa Suzuno

Melissa Suzuno

is a freelance writer and former Content Marketing Manager at Greenhouse. Melissa previously built out the content marketing programs at Parklet (an onboarding and employee experience solution) and AfterCollege (a job search resource for recent grads), so she's made it a bit of a habit to help people get excited about and invested in their work. Find Melissa on Twitter and LinkedIn.

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