Did you know that the potential SENIOR expert you needed and have been trouble finding could have gotten Pre-Pre Screened and filtered by your HR team without even reading his resume? Yes, you are loosing money and time and you didn´t even know it.
In the rapidly evolving digital business landscape, the role of Human Resources (HR) has never been more critical. They are the gatekeepers, the first line of defense, and the ones who set the tone for the talent that enters an organization. However, there’s a growing concern that some HR specialists are making a significant misstep in their recruitment process. The issue? An overemphasis on local experience and nationality as primary filters.
The Problem with Overvaluing Local Experience
In a globalized world, where businesses are increasingly operating across borders, the value of local experience is being questioned. While understanding the local market is undoubtedly important, it’s not the be-all and end-all. In fact, a study by the Journal of Bussines Venturing found that ‘global cosmopolitans’—people with experience in multiple countries—bring a unique set of skills that can be a significant asset to companies (source).
These individuals have proven adaptability, a trait that’s becoming increasingly valuable in today’s fast-paced business environment. They’ve navigated different cultures, languages, and business practices, demonstrating resilience and flexibility. Yet, these candidates are often overlooked because they lack ‘local’ experience.
What most of HR teams are doing right now is like preferring a home-cooked meal over trying out an exotic dish from a Michelin-star restaurant. Sure, the home-cooked meal is comforting and familiar, but it doesn’t quite tickle your taste buds the way that exotic dish might.
Similarly, a candidate with local experience might know the lay of the land, but that doesn’t necessarily mean they’re the Bear Grylls of the business world, ready to adapt and survive in the wild when unexpected problems arise. On the other hand, a candidate with international experience is like a seasoned traveler. They’ve already packed their bags, navigated unfamiliar airports, and managed to order a decent meal in a language they barely speak. They’ve proven they can jump into new situations and not just survive, but thrive!
So, before you pass up on that ‘exotic dish’ of a candidate, remember – they might just bring a flavor to your team that you never knew you were missing!
The Pitfalls of Nationality Filters
Another common filter used by HR specialists is nationality. This is particularly prevalent in countries like Canada, where immigration is high. However, this approach can inadvertently exclude highly qualified candidates.
A report by the Canadian Immigrant Integration Program (CIIP) found that immigrants, despite being highly educated and experienced, often struggle to find jobs that match their skills (source). This is largely due to HR practices that prioritize Canadian experience and overlook international qualifications.
The Role of Automated Tools
In the wild world of HR, there are some tools that are as popular as a fresh pot of coffee on a Monday morning. Applicant Tracking Systems (ATS), like Workday, Taleo, and Greenhouse, are the lifeblood of many HR departments in Canada and the United States. Workday is the golden retriever of the bunch – friendly, reliable, and everyone’s best friend. Taleo, on the other hand, is more like a chameleon, blending seamlessly into businesses big and small. And Greenhouse? Well, it’s the Sherlock Holmes of ATS, with its knack for data and analytics.
But here’s the kicker – these systems, while handy, can be as picky as a toddler refusing to eat their vegetables. If you’re not a local or don’t have ‘Canadian’ or ‘American’ experience, they might just spit you out like a piece of overcooked broccoli. So, while these systems might seem as appealing as a slice of chocolate cake, remember – too much of a good thing can leave you with a stomachache. Or in this case, a missed opportunity to hire a top-notch candidate.
So, before you let a piece of software play gatekeeper, remember – it might just be worth taking a bite of that ‘overcooked broccoli’. You never know, it might just be the best thing you’ve ever tasted!
The Way Forward
So, what’s the solution? It’s simple: HR needs to rethink its approach to recruitment. Rather than overvaluing local experience and nationality, HR should focus on skills, qualifications, and proven adaptability. Even when this parameters are important today, the issue is the order in wich they are considered. If you consider skills and adaptability AFTER filtering international experience… then what is the point?
In the words of Richard Branson, ‘If you hire people just because they can do a job, they’ll work for your money. But if you hire people who believe what you believe, they’ll work for you with blood, sweat, and tears.’ Let’s start hiring for belief, adaptability, and global experience.