What are the steps to design a global recruitment strategy that aligns with your business goals?

?????????????????? ???????????? ????: ?????????????????? ???????? ?????????????????? ?? Define Objectives: Align recruitment goals with short and long-term business objectives. ?? Assess Talent Needs ??? Research Markets: Understand talent pools, competition, and legal frameworks worldwide. ?? Develop EVP: Showcase unique benefits and tailor messaging to diverse audiences. ?? Expand Sourcing: Utilize diverse channels and strategic partnerships for talent acquisition. ?? Design Process: Standardize while customizing for local norms, leveraging technology. ? Promote Diversity: Actively recruit from diverse backgrounds, fostering inclusivity. ?? Measure & Adapt: Track metrics, continuously refine strategies for optimal results.

Designing a global recruitment strategy that aligns with business goals requires a systematic approach. Start by conducting a thorough analysis of the organization`s objectives, identifying key areas where talent acquisition can support and drive these goals forward. Utilize data analytics to identify talent trends and forecast future needs, enabling proactive recruitment planning. Continuously monitor and evaluate the effectiveness of the strategy, making adjustments as needed to stay aligned with evolving business objectives and market dynamics.

I scaled a FinTech company from 0 - 100 people. The first thing I did was understand what the Founder/ CEO is trying to achieve and their commercial goals. Then, we work backwards to understand how to accomplish those and what people we need. Then, we identify our roles in the next 14 -30 days. After that I agree on a timeline, regarding when the interviews going to happen, what is our GMT strategy and SLAs

Designing a global recruitment strategy requires aligning with business goals by defining objectives, conducting market analysis, and integrating technology for efficient sourcing and screening. Employer branding and diversity initiatives enhance attraction and retention, while talent pipelining ensures a steady flow of qualified candidates. Localization and compliance with international laws are crucial for effective global hiring. Continuous evaluation and collaboration with global HR teams facilitate adjustments and streamline processes, ensuring alignment with business objectives.

I always beleive it is unfair to send a shortlist without proper maker mapping and research. This is especially true for senior hires. An initial market map gives you a better understanding of what is the talent landscape, what are the obstacles, etc. This an important part of when it comes to designing a recruitment strategy

Probably the most important when it comes to attracting passive candidates. In my experience, regardless of how well you sell a candidate a role, you need to have a strong EVP to convert those candidates. EVP can be designed by talking to stakeholders and putting together key cultural aspects of the organisations.

When we designed a recruitment process, we think of each role. For example, we do not always advertise because we know 1. it cost, 2. most applications are irrelevant, and 3. it is highly unlikely to get a great candidate applying for a role. I therefore divide roles into two groups which are 1. headhunting 2. advertising. We then agree on certain timelines, KPIs, and interview to feedback ratios etc

the success of implementing recruitment strategy will always depend on how well you track your metrics with the team. This is why I have daily, and weekly review calls with my team, to make sure how we are progressing with each role

1. Prioritize diversity in your recruitment efforts. A diverse workforce brings varied perspectives and enhances productivity. 2. Create a consistent employer brand message globally. Leverage recruitment marketing to attract top talent across different countries. Remember, a well-designed global recruitment strategy not only attracts talent but also contributes to organizational success. ????