Global Recruitment Strategies
Compare strategies for recruiting a sales representative from Japan and Turkey.
Imagine your company produces a hybrid scooter that is suddenly popular because it uses solar energy
exclusively and can hold a charge for more than one week or 1,000 miles. This affordable transportation
alternative appeals to women and men of all ages. Your sales representative will be introducing the
product to these new markets (Japan and Turkey), but keep in mind that the product is known through
television and other media. The initial tasks for this sales representative will be to set up offices in your
selected country, create marketing materials appropriate to their home culture, and negotiate contracts
with appropriate dealerships in their market.
Web recruiting has been considered the most popular method for multinationals since around 2003. You
will need a specific Web strategy, as well as an on-site strategy, for the local cultures. Address the
following in developing your strategy:
� What information will you request and track from applicants in each country who are interested in the
sales representative role?
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� How will you screen for top candidates?
� How will you interview and select your best candidate? Will you do it yourself or send someone to
interview? Will you use teleconferencing or video interviews?
� What cultural factors will most influence your strategy?
� What would your recruitment strategies be, including cultural factors and demographic factors, in one
of the countries? Justify your answer.
� Is staffing for this sales representative position easier in Japan or Turkey? Make sure to explain your
decision.
Introduction
In the modern world today, the use of technology has had an influence on how
organizations recruit and test their workers through the internet. The emergence of the internet
recruitment portals has proved advantageous to many companies in the contemporary world.
Over the past, recruitments were carried out traditionally, where individuals had to report to the
recruiting agencies to present their documents and go through a test to determine if they are fit
for a job (Bajardi, Paolotti, Vespignani, Eames, Funk, Edmunds, & Richiardi, 2014). However,
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this has been overcome and changed by time. Although the basics of recruitment still remain the
same, technology has taken over the process and has showed a tremendous result out of the
recruitment exercises.
Today, several people have resorted to the use of the internet to identify and apply for job
opportunities globally. This advancement has revolutionalized the processes of recruitment and,
above all, has cut costs for companies that spend quite a lot of the recruitment exercises. This
paper, therefore, seeks to draw focus on the web-based recruitment strategies for a company
entering the market in Japan and Turkey (Bajardi, et.al).
.Web-Based Recruitment Strategy
For our company that seeks to employ new workers in Japan and Turkey, there are a
number of structures that need to be considered in carrying out a web-based recruitment process.
It is first important for our company to determine what the job will entail and the tasks the new
worker will be performing. When this is done, the qualifications and the skills including the
experience an individual has will also be considered (Schmidt, Sauter, Pingel, & Ehninger,
2014). Upon the completion of this, our company will also determine the most efficient
recruitment strategy that will yield better solutions in finding the right qualified personnel. The
information gathered from this is then posted on the company’s website that allows the public to
access.
In carrying out the process online, there are information’s that the applicant should
provide for the company track its candidates. The candidates would be asked to provide their
Curriculum Vitae and their academic papers through the company’s website. In some instances,
the candidates identity or passport numbers including their passport photos would be asked for
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tracking (Schmidt, et.al). The contact details of the candidates seeking for a position in the
company including the email addresses would also be required.
The applicant’s information will then be taken to the HR for screening. This is done when
the information provided by the candidate is run through a software to determine the identity of
the applicant beyond what is provided in the CV. The screening process also ensures that the
testimonials and certificates produced are legit and display the correct information. The
information is then verified with the cover letter to determine if the applicant is fit for the job
within the organization (Schmidt, et.al). Companies carry out the screening process to discover if
the information is falsified.
Interviewing the Selected Candidates
As a company, we have invented recruitment software that is internet based. In this
approach, an applicant will be sent a series of questions and he/she is given some time to answer
the questions with the results showing as soon as the answer is delivered. This live internet
interview engages both the applicant and the interviewer. The applicant an also have a webcam
through which a video conferencing can be carried out through.
The cultural factors that affect the recruitment strategies mainly lie on the social
behaviors, attitudes, values, and beliefs concerning a recruitment process. These social systems
have an impact on how people think in regards to a recruitment process. Some undeveloped areas
would not embrace the web based recruitment procedures due to either illiteracy, or due to the
fact that they are used to the traditional methods of recruitment (Schmidt, et.al). These factors
may hamper the success of a recruitment exercise since the organization may not find the best
candidate for the job.
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In our recruitment strategy, we will incorporate the cultural and demographical factors
between the two countries we seek to venture. The demographical factors that will be
incorporated in our recruitment strategy will be closely related to the employees. It is significant
to realize that demographical factor such as economic status, literacy; age and sex play a
significant role in our recruitment process (Sparrow, 2007). Since many of our targeted
audiences are mainly women and the youths, who constitute a larger population in Japan, it will
be rational to recruit people who identify with these age groups in the company.
The staffing for the ales position is easier in Japan as compared to Turkey since the latter
country has implemented decisive approaches that have made work easier. Also considering the
fact that many of the workers from Japan are literate as compared to Turkey, recruiting a sales
representative from Japan would be advantageous.
Conclusion
In the contemporary world today, there are several approaches available through which
employers can recruit employees. However, it is significant to realize that there is no approach
that is right neither is there one that is wrong since the essence of a recruitment process is in
getting a qualified candidate for a job. The emergence of the internet recruitment portals has
proved advantageous to many companies today and remains to attract more people into the use
of these approaches in applying for job opportunities.
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References
Bajardi, P., Paolotti, D., Vespignani, A., Eames, K., Funk, S., Edmunds, W. J., & … Richiardi, L.
(2014). Association between Recruitment Methods and Attrition in Internet-Based
Studies. Plos ONE, 9(12), 1-13.
Schmidt, A. H., Sauter, J., Pingel, J., & Ehninger, G. (2014). Toward an Optimal Global Stem
Cell Donor Recruitment Strategy. Plos ONE, 9(1), 1-10.
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Sparrow, P. R. (2007). Globalization of HR at function level: four UK-based case studies of the
international recruitment and selection process. International Journal of Human Resource
Management, 18(5), 845-867.
