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Scaling up in 2022? Build a global talent strategy in 6 steps.
New year, new opportunities. Get ready for growth and new business opportunities in 2022 by establishing a global talent acquisition strategy. A lean and flexible strategy positions your enterprise to build an anytime, anywhere, optimal workforce that enables you to grow into new regions and maximize new ventures. We have listed 6 steps to a global talent acquisition strategy to help you get started.
Step 1: Develop a global hiring road map
Firstly, slow down. Starting a new year with a refreshed strategy and renewed positivity is exciting but charging ahead without a road map can lead to costly mistakes. Start by asking yourself some important questions:
- Where is your business going in the next two, five, seven years?
- What new markets will it be entering?
- What is your projected speed of expansion and growth?
- What is the hiring landscape like in your targeted regions?
Then, determine how, where and when global hiring will best support your business goals. Click here to read more about how to plan future hiring and your workforce to support business goals.
Step 2: Unify stakeholders and cross-cultural teams
The pandemic has shown us how connected we can be while 6 feet, screens, and even countries apart. It’s easy to oversee the need for training to effectively collaborate across cultures and regions. Employees of all levels may require additional training and reminders to ensure diversity, inclusion, and equity.
At the same time, corporate buy-in and connectiveness regarding your plans is key to delivering an agile talent acquisition plan. From C-suite to HR, to the project teams and departments welcoming new hires, global and corporate buy-in is key to delivering an agile talent acquisition plan.
Step 3: Showcase a global employer brand
A positive, dynamic employer brand is the bedrock of effective global talent acquisition. Candidates in your target markets and around the world should gain a clear view of your workplace culture, day-to-day vibe, and long-term career opportunities. Important windows into your employee value proposition include:
- Regional job fairs
- A regional careers website
- Local social media recruitment campaigns
- Global company pages on LinkedIn and Glassdoor
- Outreach to local universities and professional associations
Keep your current employees in mind when developing or evolving your employer brand. They help sustain your value proposition and keep you honest if the EVP doesn’t translate to lived experience. Effective hiring, retention, and workforce engagement depend upon an authentic employer brand.
While a consistent, appealing global employer brand is vital, job particulars require tailoring in different regions. Candidates in Belgium, for example, will have different expectations around compensation and benefits compared to candidates in Australia or the Americas. Effective social media marketing can also change in different countries as platform preferences shift.
Step 4: Gain efficiencies from HR technology
There are many ways in which technology can help drive your hiring goals. For example, many ATS systems have optimized search and candidate communication functions that will save your recruitment team time to engage in a meaningful way with talent. AI is ever evolving and can help you make your hiring process more inclusive, while also automating functions like chat bots and emails.
Though global talent acquisition is complex, recruitment technologies can keep the process manageable, central, and cost-effective. The right recruitment tech underpins a truly agile talent acquisition strategy.
Step 5: Establish a timeline and accountability
From the start, clarify expectations and communicate clearly about your global talent acquisition strategy. Both within your teams and service provider partnerships.
Even in an agile context, recruitment projects should start with an agreed timeframe. Whether you are rolling out a new global ATS, hiring a sales team in a new country, or crafting a social media recruitment playbook for a new region. As things change and strategy and plans progress, steps can always be reviewed and realigned.
Step 6: Evaluate and adjust based on data
Results matter. Leverage data analytics, as well as manager, candidate, and employee feedback to understand successes and pain points. Evaluations should include candidate quality, talent retention rates and social media engagement.
These metrics can help inform strategy adjustments and overhauls, but also highlight high-performing elements. A global approach allows these best practices to be shared more widely and replicated across regions.
Hudson RPO has extensive experience in building and expanding recruitment strategies on a local and global scale. Click here to read our case studies or get in touch today.
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