You’re struggling to attract top talent in Global Talent Acquisition. What can you do to turn things around?

? It's about being the talent destination. ? Strong employer branding. ? Mentorship & growth opportunities. ? Competitive salaries & benefits. ? Utilize technology & tools. ? Training & developments programs. ? Succession planning. ? Create a clear career path. ? Make a second line for all rare / top talents. ? Create a positive work environment.

Take a critical look at your organization's employer brand and social media, the company website, and online professional networks. Design a clear JD that shows the responsibilities, qualifications, and benefits of the position. Ensure your website is easily accessible to simplify the process for candidates. Encourage employee referral programs. Diversify your sourcing channels to reach a wider pool of candidates. Develop a strong EVP by offering not only a competitive salary but also unique benefits, opportunities for growth, work-life balance, and well-being. Focus on providing a positive candidate experience throughout the recruitment process. communicate clearly, provide regular feedback, be transparent about the process and timeline.

To enhance talent acquisition in Global Talent Acquisition, prioritize employer branding, streamline recruitment processes, leverage technology, build talent pipelines, prioritize employee development, promote diversity and inclusion, offer competitive compensation and benefits, and seek continuous improvement through feedback. More importantly, go to where your lives, such as industry hives and social spaces.

In my experience, employer branding is the key to attract top talents and that is defined in the way you communicate your value proposition, culture, and vision to potential candidates. Second step is to use the right source where the targeted talents exist. Last step is to offer a competitive compensation to stand out as an employer.

In the global talent race, it's not about finding talent; it's about being the talent destination. Here's how to turn things around: -Be realistic in your hiring practices; don't look for UNICORNS. -Avoid a 100% tick list; focus on finding candidates with potential & adaptability, who can grow with mentorship., -Focus on employer branding to highlight company culture & opportunities for growth. -Prioritize diversity & inclusion in hiring practices to attract a wider range of candidates. -Utilize technology to streamline recruitment processes & reach a broader pool of candidates. -Network & build relationships with industry professionals & talent communities. -Offer competitive compensation & benefits packages to attract & retain top talent.

To optimize job postings, ensure they are clear, concise, and highlight the role's key benefits. Use engaging language and avoid jargon with tools like Textio for inclusivity. Optimize for SEO with relevant keywords and ensure mobile compatibility. Tailor content to your audience's culture and language, incorporating storytelling to make your company and the role appealing. Utilize analytical tools like Joblint to eliminate bias and track performance for continuous optimization. Include strong calls-to-action to encourage applications. Adapt your strategy based on feedback and data insights for ongoing improvement.

The HR team should revamp their job postings to attract top talent. They focused on clarity, conciseness, and compelling content, highlighting key requirements and benefits. They optimized for search engines and mobile devices, tailored to specific markets and cultures, and used tools to eliminate bias and errors. The result? A significant increase in quality applicants and a strong, diverse workforce.

Refining your job postings is key to capturing the attention of exceptional talent. In today's competitive market, clarity and appeal in your listings can set you apart. Ensure each posting is not just a list of demands, but a compelling narrative that highlights the unique value your organization offers. Use clear, concise language and emphasize opportunities for growth, development, and the impact potential hires can have. By optimizing your job postings, you're not merely filling positions; you're inviting passionate individuals to contribute to a shared vision, thereby elevating your talent pool.

Review and refine your job descriptions to make them more appealing to top talent. Clearly communicate the value proposition of working for your organization, highlight the opportunities for growth and development, and use language that resonates with your target audience.

Un truc tout simple pour améliorer significativement l'impact de vos offres d'emploi en ligne (job postings)? Faites lire votre projet d'offre à...votre meilleur(e) ami(e), une bonne relation pro, une assistante de confiance... Et demandez-leur de vous dire 1) si c'était agréable à lire 2) ce qu'il(elle) a compris/retenu. Vous verrez que vous arrêterez de publier des descriptions de poste détaillées combinées à un mauvais texte publicitaire pour votre bo?te :D Faites court, impactant : concentrez-vous sur les points clés du job, et encouragez le lecteur à vous envoyer une candidature. C'est un texte qui doit être attractif et inclusif- pas exhaustif et rébarbatif :)

To attract top talent globally, revamp your approach with a strong social media strategy. Showcase your employer brand, success stories, and job openings across platforms like LinkedIn, Facebook, and Twitter. Engage with potential candidates by answering questions and building relationships. Leverage hashtags, join industry groups, and participate in forums to increase visibility. Additionally, target passive candidates by using social media for direct outreach. This multifaceted approach not only enhances your visibility but also positions your company as an attractive employer in the global market.

Leveraging social media is a game-changer in the landscape of Global Talent Acquisition. It's not just about broadcasting job openings; it's about building your brand's narrative. Show the world what makes your company unique and why it's an exceptional place to work. Utilize platforms to showcase your culture, share success stories, and engage with potential candidates in real-time. This approach not only increases your visibility but also attracts individuals who resonate with your values and vision. Remember, in today’s digital age, your social media presence is your first impression—make it count.

An example of social media and its role in enhancing employer branding: - Featuring employee stories and testimonials to give a behind-the-scenes look at your company culture. - Share photos and videos of company events and team outings to showcase your work environment. - Host live Q&A sessions with hiring managers or employees to answer questions from potential candidates. - Share industry-related articles, infographics, or videos to establish your company as a thought leader. - Offer career advice and professional development tips to position yourself as a resource for talented individuals.

mproving your hiring process is crucial to turning around global talent acquisition challenges. Ensure the process is quick, efficient, and transparent, emphasizing respect, inclusivity, and fairness. Establish clear criteria, stages, and timelines, and maintain consistent communication with candidates. Utilize technology, like Applicant Tracking Systems (ATS), Customer Relationship Management (CRM) tools, and video conferencing, to streamline tasks such as screening, scheduling, and interviewing. These steps not only enhance the candidate experience but also position your company as a desirable and progressive employer, crucial for attracting top talent worldwide.

Streamline and improve your recruitment process to provide a positive candidate experience. Ensure clear communication, timely feedback, and transparency throughout the hiring process. Simplify application procedures and leverage technology to make the process efficient and user-friendly.

In my experience, not only the employees are the ambassadors for enhancing the Employer branding image but also the potential employees. Thus provide a positive candidate experience. Make sure candidates have a positive impression of your company throughout the hiring process. Focus on asking questions that are relevant to the job requirements. Consider using skills assessments to identify the most qualified candidates. Keep candidates informed about the status of their application. Make it easy for candidates to apply for jobs online. Look beyond traditional job boards to find top talent.

Raccourcir la durée des processus de recrutement est essentiel - et difficile. L'étape la plus complexe à raccourcir sont les entretiens de validation des candidats. Trop de participants à la sélection, qui veulent voir trop de candidats (j'en sais quelque chose :D). Un excellent sourcing et des clients qui savent décider sans voir "au moins 5 candidats" : les deux points clés pour raccourcir (très) significativement les délais. Et pour ne pas perdre de candidats en route, ni nuire gravement à votre "marque employeur".

It's an INTERVIEW, not an INTERROGATION! Interview with fairness, not bias Treating candidates as valued customers, providing timely feedback, respecting their time & privacy, & addressing concerns with empathy, the orgn can create a personalized & memorable recruitment journey that enhances their employer brand & attracts the best candidates. The orgn must streamline the interview process to avoid multiple f2f interview rounds. Leveraging maximum online interviews for assessment can provide valuable insights into candidates' abilities & suitability for the role. Interviewers should be prepared with a structured & organized interview format. Clarity breeds success: Define your expectations wisely

Le point clé est de répondre aux candidats. Simple, mais pourtant rare :D Leur répondre quand ils postulent, les tenir informés après les entretiens, et bien s?r dans les délais les plus brefs. "Ghoster" les candidats qui vous demandent du feedback a un effet désastreux.

Creating a great candidate experience involves a user-friendly application process, regular and clear communication, and personalized interactions. Ensure feedback is constructive and incorporate technology to streamline scheduling and interviews. Prioritize inclusivity and bias elimination in your hiring practices to reflect diversity and equality. Share insights into your company culture and values, helping candidates envision their future with your organization. This approach enhances the candidate experience and strengthens your employer brand.

Enhance the candidate experience throughout the recruitment process to make it more seamless, transparent, and positive. Streamline application processes, provide timely communication and feedback, and offer a personalized touch to make candidates feel valued and appreciated.

This goes without saying... if you don't engage with candidates throughout the process, offer timely feedback, make them feel special and wanted then they won't join you!

Top talent is often drawn to organizations that offer competitive salaries, performance incentives, and attractive benefits packages. Also, consider offering remote work opportunities or flexible work arrangements to attract top talent who prioritize work-life balance and location independence.

To offer competitive salaries and benefits, conduct market research to benchmark against industry standards. Set salaries that balance competitiveness with sustainability. Enhance your offer with a comprehensive benefits package, including health insurance, retirement plans, and flexible work arrangements. Tailor benefits to the diverse needs of your workforce, such as professional development and wellness programs. Transparently communicate the total compensation package, emphasizing its support for employees' financial security and work-life balance. This approach helps attract and retain top talent while fostering loyalty.

Reviewing Employer Branding and EVP for the organisation and that can be done by comparing the EVP in organisation with competitors. it can facilitate the process of attracting top talents. They can expand the circle of benefits from basic to flexible benefits. any company that seeking to be the employer of choice have to maintain and improve their EVP in order to get top talents

Ensure that your compensation and benefits packages are competitive in the market and aligned with the expectations of top talent. Conduct benchmarking studies to compare your offerings with industry standards and make adjustments as needed.

Review and benchmark your compensation packages to ensure they are competitive in the market. Consider offering additional benefits and perks that align with the needs and expectations of top talent. This could include flexible work arrangements, professional development opportunities, wellness programs, or unique employee benefits.

Two words. Go remote. The process, the brand etc. are all fine, but provide people global roles they can do from anywhere and your hiring will become so much easier.

Highlight opportunities for professional development and career advancement to attract top talent who are looking for growth opportunities. Offer training programs, mentorship opportunities, and career paths that demonstrate your commitment to employee development.

All of the above are all great comments and ideas but if you want to hire the best talent then you need to think differently about how you do it, 2 ideas: 1) How can you do something different that builds an awareness that isn't related to 'want a job', how can you humanise the process, how can you really showcase what the organisation has to offer. Be disruptive, thats what marketing do when they advertise the products a business sells, why not do this from a job perspective? 2) Not everyone just wants more money, flexibility, incentives, ping pong tables... everyone is different so make sure you address this in the process and you offer what people truly want rather than just a list of corporate benefits.

In academia, we always invest a little extra time to explain the German academic career system to potentials as it is far different from other structures around the world. It includes defining terms such as "graduate", "postdoc", "professor", and alike. This has helped us tremendously in finding the right candidates for different roles, even though the original job offers did not include the terms the candidates had been looking for in the first place.

The ability to attract and retain top talent greatly increases when you start to engage hiring managers and the wider hiring team in the candidate sourcing and engagement journey. Utilise internal talent as a source and unlock their network ??