4 Ways to Turn Off Global Talent (And How to Stop)

Business.com / HR Solutions / Last Modified: February 22, 2017

Finding a talented employee takes effort. Here are 4 things that may be preventing long-distance candidates from applying for the job.

Long-distance relationships take commitment—particularly when that relationship consists of employers and job seekers.

In order to find a candidate who fits the both the position and your company culture, sometimes it’s necessary to expand the hiring borders. Especially when you consider the fact that 35 percent of employers reported difficulty filling jobs due to a lack of available talent, according to ManpowerGroup’s most recent talent shortage survey.

Despite the growing need to search for talent outside of our own backyards, some companies are still not catering to the long-distance candidate. In actuality, they might be turning highly qualified long-distance candidates away.

Here are four things you might be doing (or not doing) that are keeping long-distance candidates from applying to your jobs.

Related Article: Moving On Up: How to Make Sure You're Relocating the Right Employee

1. Your Career Site Is Inadequate

First impressions can make or break you. Your company career site serves as job seekers’ first impression of your company and what it’s like to work there. Having a career site that is difficult to find or, worse, not having one at all can make for a poor candidate experience. How else are long-distance candidates going to learn about your company and the positions offered?  

long-distance candidate statistic

With 83 percent of job seekers using company career sites to evaluate employers, according to CareerBuilder’s 2013 Candidate Behavior Study, it’s essential to have a designated career site that’s both effective and easy to find.

2. You Lack a Strong Online Presence

Once long-distance candidates are able to find you and learn about open positions via your corporate career site, they’ll then flock to various social channels to learn more about your employment brand.

long-distance candidate statistic

As a matter of fact, the aforementioned CareerBuilder survey found that 62 percent of candidates check you out on social media to make sure what you’re “selling them” about your company is true. This is where talent brand comes into play. While you have total control over your employer brand, talent brand is in the hands of the very talent you seek.

Talent brand acts as the social version of your employer brand. In other words, it’s how talent views and socially brands you as a place to work. In an effort to maintain a positive talent brand, remain active on social media and engage with your followers on a regular basis. Should a problem arise, nip it in the bud. If a question is asked, answer it in a timely manner. Keep the conversation alive and on a good note.

Related Article: How to Recruit Top Talent (Even if Your Company Isn’t Cool)

3. Your Application Process Is Difficult

No one wants to spend countless hours on an application for a job they’re not guaranteed. In fact, a recent study by recruitment service provider Seven Step RPO revealed that nearly one-third (30 percent) of job candidates won’t spend more than 15 minutes filling out an online job application.

long-distance candidate statistic

To further create a streamlined application process, consider making it easy to apply for jobs via mobile devices or social professional networks, like LinkedIn. Making it possible for applicants to easily complete the initial job application on their mobile devices or LinkedIn account ensures that more candidates—near and far—are likely to apply.

Making it easy to apply isn’t enough, however. The secret to maintaining a long-distance relationship is to communicate, after all. According to the CareerBuilder survey on candidate behavior, only 15 percent of candidates say companies are responsive throughout the hiring process.

Rather than relying on automated responses to inform candidates on their status in the application process or ignoring them altogether, reach out to qualified candidates with a brief email or phone call. For long-distance candidates, who can’t simply drop by the office, regular communication is a must.     

4. Your Interview Process Doesn’t Go the Distance

For long-distance candidates, coming in for an in-person interview is much easier said than done. The time and costs associated with traveling long distances for an interview are enough to deter anyone from applying for a job.

With video interviewing, however, job candidates from all corners of the world can easily take part in the interview process—without having to spend an arm and a leg on travel expenses. Both one-way and live video interviews can help break down the geographic and time zone barriers that prevent you from connecting with candidates who aren’t local.

The ability to participate in a face-to-face interview, without having to be physically present, is a feature that will grab the attention of long-distance candidates.

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