How can you adapt your talent scouting process to global markets?

In this interconnected era, I believe that with the help of digital tools and associations with local consultants you can easily conduct market researches. These researches should include information on the cultural and work practices of the target market. Therefore, by conducting market researches in advance will help us to well understand the unique skillset, expertise, competitors' compensation & benefits, salary range, hiring trends & regulations from the target market. Overall, suitable strategies will be raised and as a result talent scouting process will be utilized.

In addition to above It’s always advisable to pilot with a partner and understand the journey of hire to exit and then gradually hire on your own as you build understanding of opportunities and nuances .

The best possible way could be partnering with the local vendors of Talent or hiring a freelancer for initial time period to get more understanding on the market about the culture, pay, expectations differences in that region. This would save us huge amount on understanding on how the game works in that specific region and helps us run in the right way to attract the best talent in the best possible ways.

I think we should use suitable channels to approach and attract talents as different nations do not use the same SNS (Facebook, Twitter, Linkedin, Weibo, Douyin, Tiktok, VK, etc.). To make it clear, Google services are not available in some countries, we need to change to other platforms, but please be noted that Boolean Search String and Sourcing techniques are always needed regardless of nation barriers. Moreover, offline channels such as internal industry referrals, professional associations, recruitment agencies, local consultancy can be considered as well. By flexible leverage digital and offline channels to scout global talents, you can increase your chances of finding right candidates.

Every region will have different platforms to scout talents but Boolean Search and Social Media Hiring Techniques gives us the best results in hiring. Need to know which platform has best candidates and for which role it would work better and then use your scouting skills to find the top talents in that region.

What works in one region may not work in another therefore you may want to do a thorough study of exiting players in the market to understand how they do it and then build your own strategy . Having a compelling & authentic EVP is going to be a true magnet as you build your talent brand .

Have a standard evaluation approach to ensure quality of talent is agnostic to location with focus on adhering to local laws as needed

This is a continuous process . Talent acquisition teams should always be hiring and nurturing talent for both current and upcoming needs . Building and nurturing talent communities, Helping talent with career guidance and allowing your business to drive the narrative by way of engagement events goes a long way

Knowing what an average interview process would look like in that country/region can be helpful as well. For example, an average hiring process might last 6 weeks in Greece but 3 weeks in the UK. Being aware of those timeframes can help you adjust your internal process and save you from losing candidates due to time constraints.

Regular engagement with candidates, while they are in the interview process, is of crucial importance! I find that this alone sets you as an employer for success - it helps build rapport and, even if a candidate will not be successful, it will ensure that they will come back once you have new open roles. :) As they say "A little kindness goes a long way". If candidates feel appreciated, head and - importantly - updated on each step of interview process (and not waiting for weeks for our reply), then they would be our best advocates. And might even suggest some other former colleagues they know. :)

The base of recruiting is Boolean. If you have the internal skills to leverage scouting through Boolean, Xrays etc. it's a great place to start to assess and test the market. However if it's your first step into a certain region or a country then working with local agencies is a better start till you are able to manage things independently. If budgets are abundant, work with specialized sourcing firms that can maybe pull all candidate data into one place. EdgeAi, Zoominfo are some great examples.