Creating a Global Talent Acquisition Strategy
As businesses clamor to hire the best talent to fill talent gaps in 2021, several companies have also permanently shifted to a remote work model allowing more employees to work from anywhere in the world. Many have seized this as an opportunity to fill their talent gaps by attracting the right talent, irrespective of their location.
But one of the most prominent challenges for companies these days is to find the best talent and optimize the hiring process to build teams that help them meet their business objectives. This is where creating an effective global talent acquisition strategy is important so we can map what the process looks like and everything it entails.
Understanding the difference between talent acquisition and recruitment
Recruitment is a faster and more efficient method to find the right talent and get them onboard quickly in a time and cost-efficient manner. Talent acquisition on the other hand is the process of finding the right candidates to build a team of employees that will help the company propel toward meeting its objectives.
Global talent acquisition goes one step further than just the traditional recruitment tasks to narrow recruitment goals and find people who will become long-term assets for the company.
Let’s look at some of the key elements of talent acquisition that help companies devise a global talent acquisition strategy that works best for them:
1. Strategy and planning
This ensures your business is aligned and helps you examine workforce plans and understand labor markets.
2. Employer branding
What are your organizational goals and does your branding reflect the kind of image you want to portray? Employer branding helps you get the word out, that your organization is one of the best places to work, which invariably attracts the top talent.
3. Workforce segmentation
This is crucial for understanding the workforce segments and the positions required in these segments. It also explains the skills and experience needed to make it a success.
4. Relationship management
Invest in your candidate communities and create a positive experience for your candidate by maintaining healthy communication with them.
5. Metrics and analysis
Boost the quality of your hiring process by using the best tracking methods and key metrics to continuously improve it. It will also help you make better hiring decisions for your organization.
These are some of the most significant factors for developing a talent acquisition strategy when you want to expand globally and hire employees from all over the world. However, an organization must make the strategy by comprehending the market, the skills they will need, and the company culture so that new talent can assimilate quickly.
Here are a few tips you should consider when building a global talent acquisition strategy:
Stay up to date with global acquisition trends
You will have to keep updating your strategy because global acquisition trends tend to evolve constantly. Investing time and effort into your strategy will pay off in the long run and allow you to implement the best tools and practices to build a competent international team.
Invest in upskilling your employees
A crucial part of a global talent acquisition strategy is investing in training programs for employees because this has a positive impact on the overall business. Giving employees the opportunities to expand their skillset will enable employers to gain their trust and encourage talent retention. It also helps attract new talent who are encouraged by the opportunity to develop their careers.
Be open to new work models
Remote work is gaining more traction across the world and companies that adapt to this model are more likely to attract top talent and be able to support their employees’ development. However, it’s the organization’s responsibility to create remote work policies and make sure they are up to date with the latest regulations.
Make the onboarding process more structured
A more structured onboarding process ensures that the first month for new talent, which is the most crucial, is seamless. The onboarding process doesn’t end with getting the candidate on board but should start with scheduling the new team member’s first week and preparing the workspace for them.
This should be followed by introducing the new hire to the team and assigning tasks and laying out the expectations clearly for the employees. As the onboarding process approaches completion, you should motivate staff and encourage them by providing timely feedback and laying out the objectives.
Identify your values
Part of your employer branding process should include highlighting your company’s values so that talent identifying with your values is compelled to join. Make sure your values are clear and easy to define and complement your overall vision and what you hope to achieve.