What are the steps to build a global talent pipeline?

1 Define your goals and criteria

The first step is to define your goals and criteria for your global talent pipeline. What are the key roles, skills, and competencies that you need to fill now and in the future? How do you measure the quality and fit of the candidates? What are the specific challenges and opportunities that you face in different regions and markets? How do you align your talent strategy with your business objectives and culture? By answering these questions, you can set clear expectations and priorities for your global talent sourcing and hiring.

2 Research and segment your target markets

The next step is to research and segment your target markets based on your goals and criteria. You need to understand the talent landscape, the competitive environment, the cultural norms, the legal regulations, and the best practices of each market that you want to tap into. You also need to segment your potential candidates based on their profiles, preferences, behaviors, and motivations. This will help you tailor your outreach and communication strategies to each market and segment, and increase your chances of attracting and engaging the right talent.

3 Build and nurture your talent network

The third step is to build and nurture your talent network using various channels and tools. You can leverage your existing employees, alumni, referrals, partners, and customers to source and recommend candidates. You can also use social media, online platforms, events, webinars, podcasts, blogs, newsletters, and other content to showcase your employer value proposition, share your success stories, and educate your audience about your company and opportunities. You should also follow up with your prospects regularly, provide feedback, and keep them interested and informed.

4 Assess and develop your candidates

The fourth step is to assess and develop your candidates using fair and consistent methods. You need to design and implement a global assessment process that evaluates the candidates' skills, competencies, fit, and potential. You can use online tests, interviews, case studies, simulations, and other tools to measure the candidates' performance and potential. You should also provide learning and development opportunities for your candidates, such as mentoring, coaching, training, projects, and assignments. This will help you identify and prepare your top talent for future roles.

5 Review and optimize your pipeline

The final step is to review and optimize your pipeline based on data and feedback. You need to track and analyze the key metrics and indicators of your pipeline, such as the size, quality, diversity, conversion rate, retention rate, and satisfaction rate of your candidates. You should also collect and act on the feedback from your candidates, employees, hiring managers, and stakeholders. This will help you identify the strengths and weaknesses of your pipeline, and make adjustments and improvements as needed.

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?