You're leading a team in Global Talent Acquisition. How can you ensure your team is the best?

Determine the best strategy to deploy for effective result. Have a clear goals and achievable expectations with workable plans. Identify the talents you need in GTA and how their acquisition will align with the organization's goals and global positive impacts.

Individualize how you lead. Your team members all need and require different levels of support, and do not want or need to be led the same way. Work with your team to identify how you can empower them in their role, while also ensuring you are effectively coaching them when needed.

Compare them to pigeons. Are they pigeons? Hopefully they're not pigeons. If they're pigeons then they're probably not the best at talent acquisition. See if you can swap the pigeons for something else. Crows, perhaps. Or jackdaws.

My thoughts on this would include - Strategic Alignment: align TA goals with overall business objectives. Clearly communicate goals and expectations to team on a continuous basis. Data-Driven Decisions Continuous Learning for team development through workshops, certifications, and industry conferences. Candidate Experience: Prioritise a positive candidate journey Collaboration with HR, business units, and hiring managers. Diversity & Inclusion: Champion the benefits of diverse hiring practices for a stronger team. Employer Branding & Employer Value Proposition: positive marketing in-line with business goals to attract the best candidates. Metrics & KPIs: Regularly track performance metrics and adjust strategies accordingly.

Defining clear goals for your GTA strategy is crucial that way you can tailor your GTA strategy to meet the unique needs and priorities of your organization. Some common goals include: Attracting top talent Building a diverse workforce Reducing time-to-fill Improving candidate experience Increasing retention Expanding globally Supporting business objectives

My foremost goal is to cultivate a team that not only competes but excels in understanding the market deeply. We foster curiosity, analyze data meticulously, and forge strategic partnerships. Our cultural sensitivity ensures effective outreach, while continuous feedback keeps us agile. GTA strategy requires understanding the specific needs and dynamics of each market. This involves thorough research, analyzing local talent pools, and adapting our approach accordingly. Whether it's customizing sourcing channels, or adjusting recruitment tactics, I ensure our strategy maximizes effectiveness in every region. Together, we navigate the multifaceted terrain of talent acquisition with confidence, insight, and unwavering dedication.

To ensure your Global Talent Acquisition team is the best, focus on understanding your market deeply. You can do this through 7 key areas of marke research, candidate profiling, candidate experience, Pipelining, accountability to metrics, partnerships with colleges and universities, and CE.

establish clear goals and expectations, look to what sets you apart, as a team, what is your value add - providing ongoing training and development opportunities to enhance their skills and knowledge. Foster a collaborative and supportive team culture that encourages open communication and idea sharing. Stakeholder management, make sure you are visible. Regularly review and update recruitment strategies to stay ahead of industry trends and adapt to changing needs. Additionally, provide recognition and rewards for achievements, fostering a sense of motivation and commitment within the team. By prioritizing communication, growth, and recognition, you can empower your team to deliver exceptional results in talent acquisition.

Train, coach, develop your people. Provide clear, transparent, honest feedback. Give them the space to tackle interesting problems and to grow as individuals and professionals. TA is a team sport, win as a team, fail as a team! Share learnings and challenges across the team in a safe space... there are no stupid questions!

Regularly communicate the team's goals, objectives, and expectations to ensure everyone is aligned with the organization's mission and vision. Invest in ongoing training and development programs to enhance the team's skills and knowledge in recruitment strategies, emerging technologies, and best practices in talent acquisition. Encourage collaboration within the team and foster partnerships with other departments, external stakeholders, and industry networks. Foster a culture of diversity and inclusion within the team, recognizing the value of different perspectives and backgrounds. This approach helps attract a wider pool of candidates and promotes innovation and creativity in recruitment efforts.

Understanding the team, getting to know the team, and listening to their challenges and celebrating the team successes can also lead to a win win for all parties involved.

It's important to acknowledge the differences in time zone, culture, etc. Also essential to be there for your team and support them. With a global team myself across different time zones, I adjust my schedule to accommodate the team as needed. When we show respect for each other's time zones, cultural differences and discuss them openly, we'll be able to be more successful globally. What works in one country, may not work in another and we all collaborate to then build best practices that we can deploy around the world.