The World is Getting Smarter and Smaller

The World is Getting Smarter and Smaller

April 19, 2017 Interviewing 0

How the Global Candidate Pool is Replacing the Need for Domestic Hires

The great chasm of language, proximity, and expertise once stood between the American job market and candidates from the rest of the world. It wasn’t cost-effective to consider an overseas hire. Companies searched locally for candidates who could communicate well with customers, understand American culture and trends, and be close enough in proximity to interact with the internal team. However, this pinpointed search for qualified candidates has since expanded far beyond American borders.

Today’s technological advancements have rapidly shifted any divide that once stood between America and the rest of the world, almost eliminating it completely. This elimination is also on trend globally. I’ve seen it when a client of mine was in Hong Kong interviewing for a job in Paris at Rexel, or how London-based jobs (or work opportunities in any compelling city) have candidate pools from around the world.

Qualified talent is now accessible both globally and domestically — making your full-time job market extremely competitive. No longer does your competition share the same country code; think more in terms of Bangkok, Mumbai, or Amsterdam.   

In a nutshell, the world is not only getting smarter, it’s getting smaller.

How the global candidate pool is replacing your full-time opportunities

The language barrier used to be the ultimate barriers between our national talent and international talent. However, today the rate at which English is being learned in other countries makes the now fluent English-speaking global candidates as attractive as our domestic ones.

Take South Korea for instance. My sister spent two years there teaching groups of people how to speak English, from government employees to 3- to 5-year-olds. This is the norm now, learning English from a young age is on trend for the rising generation and decreases this great barrier that used to exist.

The middle class continues to expand into other parts of the world. Making strategic moves from rural areas to city centers, companies are gaining significantly more access to the Internet — making for more accessibility and viable employees. When job candidates don’t have to be physically present, this opens doors to global contenders, especially when they come at less expensive rates.

For instance, India’s gain on mastering IT skills has lent itself to American companies finding cheaper labor that is just as sophisticated, if not more so. As a whole, global candidates are proactively positioning themselves as desirable VISA-sponsored employees, removing distance and expertise as obstacles.

Outsourcing is not a new concept, but it is becoming your ultimate competition. The main negative effect of outsourcing is it increases U.S. unemployment. The 14 million outsourced jobs are almost double the 7.5 million unemployed Americans. With the strength of the global candidate rising, you have to prove to HR that not only do you bring the expertise needed for the job, you bring the heart skills, and a superior ability to communicate and elaborate within a team setting.

So what does competing against global candidates mean to you, the domestic job candidate?

Fewer full-time jobs on U.S. soil means your competition is really stiff. You have to bring your best “A-game” to the table every time you have an interview. The filtering process for the full-time job is very aggressive. Because the cost of recruiting someone is so high, most hiring managers only give their time to the top three candidates.

As a result of this, HR has gained more power in the hiring process. I recently spoke to an HR screener who indicated that business leaders are necessarily becoming more trusting of their HR representative’s judgment.

You are in a hyper-competitive market, not only with your global competitors but with the limited time of hiring managers. Be prepared to aptly express your answers to these questions and set yourself apart from the rest of the competition.

  1. What are my strengths?
  2. What are my weaknesses?

Convince your interviewer that you are superior to any global candidate. Your strengths must indicate that hiring you over a distant candidate will only bring growth and opportunity to the business. Knowing your weaknesses and how they pale in comparison to your global counterpart can be just as impacting.

Preparation is key

Don’t underestimate the significance of your HR conversations. Your first interview round is the one that makes or breaks your momentum. This is where you establish your positioning in the candidate line — and your unbeatable strength over global hires. Start strong and stay there.


Let me give you instant access to a simple playbook to discover how to convey your abilities during round one.
 By grabbing this eBook you’ll discover the 10 most important things that HR is thinking about YOU and learn how to sell your skills to the one person who will decide whether you are staying or leaving.

In my eBook offer, I am not only laying out what HR leaders have told me on- and off-the-record about what they are really looking for in top-tier candidates, but also why they are turned off by some of the seemingly best candidates.

The playbook will include 7 solid pages of clear-cut advice from top leaders and major HR execs. It will serve as the anchor to a more focused and effective interview preparation, marking you as the clear, leading candidate. Make your HR screener a raving fan to your prospective hiring manager.

Regardless who or what you are up against, it is critical you present yourself as indispensable.

Watch my Facebook live video today at 1pm EST @careeroutcomesmatter where I discuss the best strategies for scaling up your interview preparation efforts so that you can stand out from a global candidate pool. I’ll also give you a simple worksheet to help you get started on your interview preparation during that live video stream.

About the author

Melissa Llarena: is the CEO and career coach behind Career Outcomes Matter. Her craft is coaching top executives on how to dissect and deliver the perfect job interview. Her client base includes US-based as well as international business leaders with 15-plus years of experience who are undeniably really good at what they do yet simply want a strategic partner who can quickly fully understand their tangible and intangible contributions to effectively scale up their interviewing skills for the toughest interviews. Click to gain instant access to her 20-page interview preparation kit to gain an edge then schedule a phone call to see how she’d leverage her most powerful insights based on your unique situation -- all in time for your next interview.

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