What are the best ways to identify and attract global talent?

We are seeing more and more skills shortages across the globe so its really important to define needs in detail. From the skills and experience - what can be taught - this helps to develop and retain your existing workforce as well as open up a larger talent pool to hire differently to the exact needs.

Before starting global talents sourcing, remember to detailly study about the hiring vacancies (responsibilities, qualifications, skill sets, and of course - monetary and non-monetary benefits you can offer). Moreover, in-person discussion with hiring manager to deeper understand about the position is absolutely essential. Beside that, the globe is getting "flatter" now, which give us many chances to easily do the market research and approach global talents via many means of digital tools.

The hiring manager should get input from key stakeholders across your company when defining the roles you need to fill. This will help to make sure that the roles are aligned with the company's overall goals and objectives. This could include people from different departments (HR, product, operations, finance...) and different levels (executives, managers...)

As per my opinion and experience. 1) Compensation and benefits as per market standards. 2) Park and flexible working environment. 3) Balanced Company policy. 4) Learning and development opportunities including employee recognitions. 5) Cross cultural environment. 6) Vision and mission of organizations. 7) Opportunity for innovation, research and development, sustainable development, and global presence.

- The Benefits of Hiring a Globalized Workforce. - Create a global recruitment strategy to attract top talent from around the world. - Get to know the employees you want to hire. - Build an inclusive, flexible corporate culture. - Offer competitive compensation.

- There are many online and offline channels today to find passive or active candidates. However, it is necessary to clearly determine budget in developing the candidate source to use appropriate channels. - In addition, it is possible to accurately evaluate which channels of candidates are suitable for each type of job position so that you can approach and focus your search goals as well as set costs on that channel appropriately and effectively.

At Samsung Electronics, we are embracing the help of multiple channels to approach potential talents. For example, in this "flattered" and interconnected world we can easily use search engines (Boolean Search string on google and other platform), job boards (Workdays, Linkedin's Job Post), social media (Facebook, Telegram, IG, Twitter-X,...) or professional networks. Besides, you can also raise employer brand awareness (online campaign, sponsor for events, scholarships, CSR activities) and internal referrals (alumni, colleagues, clients) also. Overall, by taking advantages of leveraging both online and offline channels will definitely enable you to target the right markets and sources for global talents.

When using multiple channels for recruitment, it is important to consider the budget and regulations in different countries, such as visa requirements, anti-discrimination laws, and data privacy laws...

I would agree that utilizing multiple channels is essential in today's global talent landscape. It not only widens your candidate pool but also allows you to tap into different talent communities. Online platforms offer a vast reach, while offline methods like events can create valuable in-person connections. Leveraging internal resources, such as your employees and alumni, can also bring forth candidates who are already familiar with your organization and its culture, making them valuable additions to your global talent pool.

Spreading the search is key, especially on a global scale. Different candidate have preferred application channels in different countries, so it's being aware of this and maximising the channels that are being used to source the best talent. Another method to try and tempt the best talent to you through an active social media presence.

Dans un monde du travaille qui désormais pr?ne le multiculturel, les recrutement internationaux vont permettre l’atteinte de ces objectifs allant dans ce sens mais tout en restant attentif sur un process juste, équitable, transparent. Il faudrai à priori se débarrasser des préjugés et idées re?ues concernant les ethnies, les réglions, les croyances etc.

Strongly disagree with the take that using the same criteria to assess global candidates is the right path. Cultural norms, educational opportunities and career paths all vary wildly across the world. You could give a test to candidates from one country that is easy due to the local education system that is impossible for others in another geo. If you are hiring for potential and talent rather than plug and play skills today then you need to vary the way that you assess talent in every region. Talking to peers who recommend a candidate is one of the best ways to understand the quality of that candidate.

Being consistent and fair to all the candidates alike without discriminating on the basis of location, background, culture or language should be major point of concern for the global talent hunt professionals. And we should must ensure the availability of relevant tools to all the candidates. Thirdly, sharing genuine feedback which is free from any bias should be a widely accepted and practice across the globe when it comes to talent acquisition. This would be a small token of respect towards the candidates.

If you are recruiting candidates from countries where the primary language is not English, recruiter should consider using translation services to ensure that your job postings and other communications are clear and concise. Employers should consider translating your website into other languages

Thinking first principles, two parameters matter - A candidates Potential(P) to do the job well and Happiness(P) in doing it. Companies that hire people who like what they do and do it well consistently are happy work places. Companies must hire candidates who have a well-balanced Skills PH. One is an objective parameter and the other is a subject parameter. If this rings a bell, would be happy to share a tool that measures the candidates Skills PH on 80+ skills from problem solving ability to cultural aspects to adaptability and more.

I would like to emphasize another psychological aspect affecting foreign candidates, which is the fear of dealing with administrative procedures. Many of our global candidates express a strong interest in the opportunities I present to them but often lack knowledge about the administrative aspects of the immigration process. As the recruitment process unfolds, there is a significant probability that they may abandon it due to these concerns. To address this challenge, we have implemented a solution. We provide candidates with comprehensive information, a detailed guide on immigration procedures and the specific aspects of the process that our company will handle on their behalf.

I think navigating visa and immigration issues can be a complex aspect of global talent acquisition. It's vital to stay informed about the legal requirements and procedures in your country and the destination country. Working with experts who specialize in immigration matters can be a valuable step to ensure compliance and streamline the process. Additionally, considering the potential costs, risks, and delays is crucial for effective planning and budgeting. By addressing these challenges proactively, you can minimize disruptions and ensure a smoother experience for your global talent.

For international mobility or relocation, especially after the pandemic, visa and immigration related issues are also top of mind. 1. Understand visa requirements and work with immigration experts. 2. Offer relocation assistance and visa sponsorship. 3. Create a streamlined visa application process for candidates. 4. Highlight career development opportunities and cultural integration support. 5. Develop partnerships with international recruitment agencies. 6. Take care of specifics (individual/family relocation; timeline for schools {in case of relocation with children} etc) 7. Probability of offering a remote role rather than relocation.

If the position requires specific work authorization or visa sponsorship, clearly state this in the job posting. Mention any support your organization provides in this regard.

Offering competitive and flexible packages define part of the recruitment's success and retention. Currently, candidates value a variety of components in compensation packages and their preferences can vary depending on their individual preferences. However, certain elements tend to be highly valued: stock options, remote work, flexible schedule, relocation, anual bonus, wellness programs...etc

In my experience, offering competitive and flexible packages is a critical element of attracting and retaining global talent. It's not just about the base salary but also the overall benefits and incentives package. Understanding the local cost of living, tax considerations, and currency fluctuations is essential to ensure your offer remains appealing and competitive.

To attract global talent, offer competitive compensation packages and flexibility, such as remote work options and work-life balance, to align with the preferences and needs of top candidates in the global job market.

Companies that prioritize diversity and inclusion usually are better positioned for long-term success and sustainability. A culturally heterogeneous team can be very positive and beneficial for the organisation: it can improve creativity as a result of different experiences, opinions and points of view. Cultural diversity should definitely be seen as a lever and not as a hindrance, as it is, without any doubt, a competitive advantage for organisations that are increasingly multinational. The results may be very positive in terms of creativity, innovation and, consequently, productivity and results.

Attract global talent by actively promoting diversity and inclusion, showcasing your commitment in job listings and company materials, and fostering an inclusive work environment where all candidates feel welcome and valued.

To me, good employer brand, comfortable and friendly working environment as well as diverse culture and supportive local authories will be attractive destination for global talents to contribute.

Promote diversity culture, at Funding Societies, we've hired in many countries and we managed to improve & promote our people/employees in every country by interview them, organize internal events, giving internal/external referral bonus, making employees became as ambassador of company. These could be the way that you can attract more talents to your company by motivated your current employees!

I believe that develop a strong employer brand is one of the keys to have a successful, professional and efficient process to attract global talent. A strong employer brand can attract talent from around the world.

Your employer brand has to stand out. If you want to attract best global talent, they have choices. Why should a top profile come and work for you. The vision, the mission, meaningful work, autonomy, purpose, pay, and incentives will all play a critical part in selling your proposition. You must make this visible and attractive for a top talent. Your EVP has to stand out. You have to showcase both short and long term benefit of working and the legacy a top talent will create at your company. Attracting global best talent has to pivot on networking, connections. You get the best talent through referrals. There are others ways but word of mouth from trusted source can be a great way.