Dr. Gleb Tsipursky – The Office Whisperer
Cat Johnson – Coworking Marketing Maven
Angela Howard – Culture Expert
Drew Jones – Design & Innovation
Andrea Pirrotti-Dranchak – Competitive Advantage
Jonathan Price – CRE & Flex Expert
Jeremy Fennema – Tech Innovation Alchemist
The world’s massive migration to remote working positions has triggered a shift in how employers think about their hiring strategies. Now, potential talent aren’t required to move away from their homes in order to get their dream job.
In fact, a survey of engineers found that 40% of respondents from Canada and Mexico did not want to come to the US for jobs.
Digital immigration has arrived as technology transformation becomes our norm, and with it comes the newfound ability to connect a diverse group of workers who are not restricted by location.
It is evident that modern companies who think outside their geographical environment will have a leg up on competition, while driving innovation and diversity.
So how can companies begin expanding their talent pool search? For starters, it is important to have clear hiring criteria that aligns with the company’s needs as each talent market has its own set of strengths and weaknesses. This includes salary affordability, working experience and more.
Once your criteria has been established, look into which markets would work best for your company. For instance, 88% of engineers said they prefer working in time zones that are within two hours of their colleagues. Even more, South America has a talent pool of 1.2 million engineers that are rarely considered for US positions.
Researching local entrepreneurial communities and university systems can also help companies identify which areas have the strongest representation of your company’s industry.
