How can you effectively balance short-term and long-term goals in global talent acquisition?

1 Conduct market research and benchmarking

Before you start recruiting for a specific role or location, you need to understand the market conditions, the talent availability, the salary expectations, the legal requirements, and the competitors in that area. This will help you set realistic and relevant goals, align your expectations with your stakeholders, and tailor your value proposition and employer branding to the local audience. You can use various sources of data and insights, such as online platforms, industry reports, surveys, and networks, to conduct market research and benchmarking.

2 Define your talent segments and priorities

Not all roles and locations are equally critical or urgent for your business. You need to segment your talent pool based on factors such as skills, experience, potential, performance, and diversity, and prioritize them according to your business objectives, budget, and timeline. This will help you allocate your resources and efforts more efficiently and effectively, and focus on the most impactful and strategic hires. You can use tools such as talent mapping, scorecards, and matrices to define your talent segments and priorities.

3 Build and nurture talent communities

One of the key advantages of global talent acquisition is that you can tap into a wider and more diverse pool of talent. However, this also means that you need to engage and communicate with them regularly and consistently, and provide them with relevant and valuable information and opportunities. You can build and nurture talent communities by using various channels and platforms, such as social media, email, webinars, podcasts, blogs, and events, to showcase your culture, values, vision, and impact, and to create a sense of belonging and trust among your potential candidates.

4 Leverage technology and automation

Technology and automation can help you streamline and optimize your global talent acquisition process, and save time and resources for more strategic and creative tasks. You can leverage technology and automation to perform functions such as sourcing, screening, scheduling, interviewing, assessing, and onboarding candidates, as well as tracking and measuring your results and performance. You can use tools such as applicant tracking systems, artificial intelligence, chatbots, video interviews, gamification, and analytics to enhance your efficiency and effectiveness.

5 Develop and retain your existing talent

While attracting and hiring new talent is important, you should not neglect the development and retention of your existing talent. You need to provide them with opportunities for learning, growth, feedback, recognition, and career advancement, as well as foster a culture of collaboration, inclusion, and innovation. You can use strategies such as mentoring, coaching, training, rotation, mobility, rewards, and engagement surveys to develop and retain your existing talent. This will help you reduce turnover, increase productivity, and improve your employer reputation.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?