With over 7 million unfilled employment opportunities in the United States and only 6.3 million people searching for jobs within the country, no company may reasonably expect to fill all of its talent shortages locally. It’s simple for recruiters to access any talent supply from all around the world, thanks to technology connecting the globe.
Global talent acquisition attracts and retains global employees or increases hiring efforts in new locations to meet organizational needs. It involves identifying specific talents available worldwide to fill employer-wide skills gaps.
Therefore, let us investigate the topic and see what recruiters can do to be successful in global talent acquisition.
9 tips to succeed in global talent acquisition
1. Have a strategic workforce plan in place
Any company looking to go global with its recruiting efforts must have a strategic workforce plan. This plan should include the company’s long-term goals, the skills and experience they’re looking for in employees, and where those are most likely to be found.
2. Get to know the regional job markets.
Before a company can start recruiting globally, they need to understand the regional job markets well. This means understanding the local labor laws, the types of jobs in demand, and the skill sets that are most desired by employers.
3. Build a solid employee value proposition (EVP)
A company’s employee value proposition (EVP) attracts potential employees. This should be carefully crafted to appeal to the types of employees the company is looking for. The EVP should be clear and concise and make a strong case for why someone should work for the company.
Research:
- In exchange for their talents and abilities, what kind of things can you provide to your future employees?
- What are their age, stage in life, and ultimate goals?
- What is their idea of financial security?
- What degree of danger are they willing to undertake?
- What do they want to accomplish in their professional lives?
- Other businesses provide incentives and advantages to attract foreign talent.
- To appeal to the local talent in your hiring areas, find out what they want from you and build a great EVP.
You can’t just wait for worldwide talent to come to your doorstep; you must go out and seek them. Take a look at some fantastic employee value propositions and see how you may improve yours.
4. Fine-tune your outreach
Your approach to recruiting talent will vary in each market. While candidates may be used to working with agencies to secure a new position in one market, they may turn to recommendations in another, where hiring is more relationship-based than function-competence-based.
You should also consider variables such as age and gender when recruiting for an opportunity like this. People want to work with people who are similar in terms of values, interests, and beliefs. Examining the local talent pools can assist you in deciding where to apply your skills. In Europe, it’s about perks like flexible working conditions, bonuses, and long-term incentives. It’s all about making solid personal relationships in China. Don’t forget to utilize the plethora of technology available, such as worldwide applicant tracking systems, AI chatbots, and automated communications, to maximize candidate engagement.
5. Design a robust candidate selection process
A robust candidate selection process is the best way to find top talent. This process should include multiple rounds of interviews, assessments, and reference checks. It’s also essential to ensure that your hiring managers are trained to conduct these interviews effectively.
Process of candidate selection:
- Pre-screening: All candidates applying for the job are screened through an initial pre-screening process. This ensures that only qualified candidates move on to the following process stage.
- Interviews: Candidates who pass the pre-screening are then interviewed by hiring managers. These interviews help to assess a candidate’s qualifications further and fit the position.
- Assessments: Candidates may also be asked to complete assessments, such as skills tests or psychological evaluations. These help to provide more information about a candidate’s ability to do the job.
- Reference checks: Finally, candidates’ references are checked to ensure they are qualified for the position.
A robust candidate selection process is the best way to find top talent. This process should include multiple rounds of interviews, assessments, and reference checks. It’s also essential to ensure that your hiring managers are trained to conduct these interviews effectively.
6. Have a transparent compensation policy
When it comes to attracting and retaining top talent, compensation is a crucial factor. Your compensation policy should be clear, transparent, and competitive. You should also consider other benefits and perks that you can offer to sweeten the deal.
7. Offer tailored relocation packages.
If you’re looking to attract talent from other parts of the world, you may need to offer relocation packages. These packages should be tailored to the needs of each candidate and should cover all the moving costs.
8. Evaluate your efforts regularly.
It’s important to regularly evaluate your recruiting efforts to ensure that you’re attracting the best talent. This can be done through surveys, interviews, and focus groups. By constantly assessing and improving your recruiting process, you can ensure that you’re always one step ahead in the talent wars.
9. Build an inclusive company culture
Attracting and retaining top talent, it’s essential to have an inclusive company culture. This means creating a workplace where everyone feels welcome, valued, and respected. By promoting diversity and inclusion, you can create a company that attracts the best and brightest from all walks of life.
Final words
The war for talent is only getting more fierce. To win, you need to have a strong recruiting strategy in place. Following the tips above, you can ensure you’re always one step ahead in the race to find top talent.
