How do you balance local and global stakeholder needs when developing global talent acquisition policies?

1 Assess your current situation

Before you start designing your global talent acquisition policies, you need to have a clear understanding of your current state, such as your existing policies, practices, challenges, and opportunities. Conduct a comprehensive audit of your talent acquisition function across different regions, markets, and functions, and identify the gaps, strengths, and areas for improvement. You can use various methods, such as surveys, interviews, focus groups, data analysis, and benchmarking, to gather feedback and insights from your stakeholders.

2 Define your objectives and principles

Next, you need to establish your objectives and principles for your global talent acquisition policies, based on your organization's vision, mission, values, and strategy. What are the main goals and outcomes you want to achieve with your policies? How do you want to position your employer brand and value proposition in the global market? What are the core values and behaviors you want to promote and reward in your talent acquisition process? How do you ensure compliance with local laws and regulations, as well as global standards and best practices? These are some of the questions you need to answer and communicate to your stakeholders.

3 Design your policy framework

Once you have your objectives and principles, you can start designing your policy framework, which is the structure and format of your global talent acquisition policies. You need to decide how detailed, flexible, and standardized your policies will be, and how they will be organized, documented, and communicated. For example, you can have a global policy that outlines the general guidelines and expectations for all regions and markets, and then have local policies that specify the variations and adaptations for each context. Alternatively, you can have a modular policy that allows you to mix and match different components and options according to your needs and preferences.

4 Engage your stakeholders

One of the most important steps in developing your global talent acquisition policies is to engage your stakeholders throughout the process, and solicit their input, feedback, and buy-in. You need to identify who are the key stakeholders for your policies, such as local managers, global leaders, candidates, employees, and external partners, and understand their needs, concerns, and expectations. You also need to involve them in the design, implementation, and evaluation of your policies, and address any issues or conflicts that may arise. You can use various channels and methods, such as workshops, webinars, newsletters, intranet, and social media, to communicate and collaborate with your stakeholders.

5 Implement and monitor your policies

The final step in developing your global talent acquisition policies is to implement and monitor them, and ensure that they are effective, efficient, and consistent. You need to have a clear plan and timeline for rolling out your policies across your organization, and provide the necessary training, support, and resources for your stakeholders. You also need to have a robust system and process for measuring and reporting on the impact and performance of your policies, and collecting and analyzing data and feedback. You should regularly review and update your policies, and make adjustments as needed, based on the changing needs and conditions of your organization and the global market.

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?