How can companies keep their Global Talent Acquisition employees up-to-date with industry trends?

Keeping Global Talent Acquisition employees up-to-date with industry trends is crucial for the success of a company. Here are some strategies that companies can implement to achieve this: 1. Continuous Learning Programs 2.Industry Conferences and Events 3. Internal Training Sessions 4. Professional Memberships 5. Cross-Team Collaboration 6. Mentoring Programs 7. Industry Reports and Journals 8. Regular Team Meetings 9. Online Discussion Forums 10. Professional Development Budget 11. Certifications and Accreditation 12. Incorporate Trends into Work 13. Feedback Loops 14. Benchmarking and Competitive Analysis

Managing global TA Teams, I always structured team meetings, introducing at least one new method or best practice about TA weekly. I also encouraged team members to strive for certifications, education and training around the newest trends and tools within TA. Establishing clear cut targets, goals and encouraging career development within a team, creates positive team morale, cohesion and increased collaboration. I also always looked for new training for my teams so they always remained ahead when it came to performance management.

Here at Storm6, we run a weekly 'connect' session to foster this culture of learning. Each week we take the time to learn what has been working/not working for each other and how we can continuously improve our candidate experience, processes, searches, etc. It think it all starts with the leadership but every employee is responsible for it being a core part of the team.

I have found this particular aspect of the job to be the most challenging. The HR and TA sector is evolving rapidly, and with the introduction of AI, it's becoming more complex. I have always ensured remote employees are provided with structured e-learning opportunities and given a transparent communication line. Still, most significantly, I have always involved the team in new tech/product demos. It goes without saying that standups/weekly town halls and regular all-hands are equally important.

Having worked for different geographies, one thing I have learned is one needs to be proactive. Companies can provide trainings, sessions and newsletters but it's upto the recruiters to keep up to speed. To help GTA professionals to be more proactive, companies can start training them proactively to work on different global positions, interacting with stakeholders, hiring managers, active and passive candidates. This way GTAs will find it easier to adopt to different sourcing strategies which best works for that particular region.

In the current realities of hyper mobility, it is prudent to have regular sessions on immigration and global mobility matters by inviting immigration lawyers and experts in the field. Thus, the GTA employees will become more conversant in visa and immigration matters and expand their reach to the global talent pools.

In addition the GTA organization can “hire” experts from other parts of the organization: Marketing specialists can do do sessions in marketing tactics, IT can do sessions in AI, Sales can do sessions in outreach and job pitching. The most important thing is ensuring that the input the TA team gets can be implemented into everyday operations, trained and evaluated, if it is to make a difference.

Learning is a key. At our team, we have biweekly learning sessions where one of us prepares a deck and presents a topic related to TA, business, psychology, or design. First, we learn together. Second, it helps us boost our presentation and public speaking skills.

Companies can tap into internal expertise to keep Global Talent Acquisition employees updated on industry trends: 1. Cross-functional Collaboration: Encourage collaboration between HR, subject matter experts, and industry-specific teams to share insights. 2. Lunch and Learns: Host regular internal knowledge-sharing sessions where experts discuss trends and best practices. 3. In-house Training: Develop in-house training programs led by internal experts or encourage peer-to-peer training. 4. Knowledge Repositories: Create a central repository for industry-related resources, documents, and articles. 5. Recognition: Recognise and reward employees who contribute to knowledge sharing and staying informed about industry trends.

Unleash the power within. Tap into the goldmine of internal expertise among GTA professionals. Platforms like communities of practice, peer coaching, and mentoring programs become accelerators for knowledge exchange. GTA employees sharing insights and lessons learned not only fortify internal talent but create a culture of collaborative growth. In the era of constant evolution, leveraging internal wisdom becomes a strategic advantage.

1. Timely newsletter on global trend/updates. 2. Fostering cross-functional collaboration between the GTA employees and tech/innovation teams. 3. Periodic refresher trainings

TA professionals are always connected to external networks. The candidates we talk to are often the best source of what's going on in the external market. That as well as registering for relevant newsletters that have a view on the market as well as identifying a number of selected websites to review regularly has always made a difference. TA need to be on top of what's going on to build our credibility internally and externally

Expand horizons, ignite insights. Keep your GTA team at the forefront by fostering external connections. Encourage memberships in associations like SHRM, GTAN, or WFPMA. Following GTA thought leaders, blogs, and podcasts ensures a constant flow of fresh perspectives. In a world of dynamic talent landscapes, connecting externally isn't just networking; it's a strategic imperative for staying ahead.

Companies can keep Global Talent Acquisition employees updated with industry trends by regularly monitoring global talent trends, leveraging data analytics, and industry reports to inform their strategies and training programs. This data-driven approach ensures employees stay current with evolving recruitment practices and market demands.

There's no shortage of free resources to help support continual learning for global TA teams. Follow your favorite podcast authors, subscribe to newsletters or join a virtual (or in person event. I'd also encourage folks to look outside of traditional recruiting or TA resources.. what can you learn outside of your core TA news sources that can apply to talent acquisition?

Setting up a mechanism within the team for continuous learning, such as regular talent intelligence newsletters, online courses, etc., can play an important role in keeping the team well-informed. Plus, employees can also access relevant information at their own pace and convenience, ensuring they stay updated with the rapidly evolving global talent acquisition space.

Stay ahead with strategic insights. Equip your GTA team with a data-driven mindset. Provide access to global trends through reports from WEF, BCG, or LinkedIn. Monitoring labor markets, talent mobility, and diversity trends becomes not just a task but a strategic advantage. In the dynamic landscape of global talent acquisition, data is the compass that guides decisions and propels teams to unprecedented success.

Thriving in evolution requires a culture of innovation. Empower your GTA team to experiment boldly. Grant autonomy, provide resources, and celebrate lessons from failures. Challenge them to redefine sourcing, engagement, and hiring through new methods and technologies. In the realm of global talent acquisition, those who innovate don't just keep pace; they define the future.

You can collect the data during recruiting period, make a report to explore the data then generate the insights Gathering market report from many vendors and reflect your own insights