What global talent acquisition trends are you following?

I head HR for a leading EV design, development, and Manufacturing company. here are my views on Remote work and flexibility for employees Remote work involves employees performing their job duties from a location outside of the traditional office or manufacturing facility. While remote work might not be as common in manufacturing compared to office-based roles, there are some aspects of EV manufacturing that could be conducive to remote work: Design and Engineering Simulation and Modeling

Talent acquisition will be looked at more wholistically now than just a position filling machine. Inclusion of the TA team in creating strategies to seeking feedback on what the next generation of employees/candidate want from their prospective employers will define our future workplace and related measures. Focus on breaking down experiences at all levels will be the way to get started.

For a decade we have talked about work-life balance but we have really seen it come to fruition with the number of companies offering remote, hybrid and flexible schedules. Employees are better able to focus and be productive when they know that their home life is taken care of. Not only this, but remote work allows you to tap into talent across a wider geographic region therefore ensuring that you are attracting the "best of the best".

We are seeing an increased amount of onsite requirements from our customers. Many candidates have become accustomed to working from home and are not interested in onsite or hybrid working opportunities making it difficult for us to fill the roles.

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One thing I noticed in my experience working with technology start-ups is that the founders were looking to bring in people who were a "cultural fit", which often meant they wanted to bring in people who thought like them. This often led me to a conversation explaining that you would then have a table full of people who all had the same ideas. By bringing in different people from different backgrounds you get a variety of different ideas which can really help your business.

We need to shift from "cultural fit" to "cultural add" to build diverse teams and boost creativity and innovation. Ask what can the new team member bring that will help the team think differently and therefore, grow.

In my experience talent acquisition has become more robust & dynamic, we had to keep changing our policy , approach, compensation marking & pitch with respect to every new requisition. Branding has been a crucial tool and part of the game, be it be the DEI , social media announcement, goodies or freebies the more employer will be vocal and glamourize things, it helps.

Ensuring diversity, equity, and inclusion (DEI) in a work culture requires deliberate strategies and policies. Intentional Hiring & Global Talent Pool Blind Recruitment: Removing names and other identifying information to minimize unconscious bias. Diverse Interview Panels & Cultural Sensitivity Training should be mandotory. Equal Access to Resources: All employees should have equal access to the tools and resources they need to succeed, from technology to training materials. Inclusivity in Communication: Using inclusive language and ensure that communication tools are accessible to everyone, including those with disabilities.

While DEI has been a hot topic in most firms globally in the last few years, not many understand the value and benefits it brings to any organisation. This is no longer a trend/fad that is trying to be incorporated and the overall impact on organisational success is immense and can't be ignored. By keeping DEI hiring at the forefront, you almost unlock a broader talent pool with transferable skills, a novel and better approach to problem solving, new ideas/thoughts/perspectives, maximising the creativity and innovation. You also tap into previously unused first hand user experience and can solve complex problems quickly with a possibility of venturing into new markets/segments. Employee engagement and attracting talent also becomes easier

I'm very passionate about using AI in recruitment. Especially using chat bot candidates enquiry. All the while the biggest problem is not solved by most of the companies that are addressing candidate questions in the interview process. Chat box are expected to solve this important issue without human efforts.

We are always looking for ways to be more efficient, and have found that by bringing in automation and AI into our daily tasks that we are able to work smarter and not harder. Automation is saving us on wasted time where a simple push of one button actions multiple tasks that would have taken us 1-2 hours to complete. AI is the way of the future, and everyone should be looking into a way to incorporate the use of this intelligence in their day to day operation.

Ethical Guidelines: Implement strict ethical guidelines that dictate the design and deployment of AI tools. Ensure that AI doesn't perpetuate harmful biases and respects individual rights. Transparency: Transparent about the use of AI and automation in the hiring process. Candidates should be aware if they're interacting with AI or being evaluated by it. Robust Data Infrastructure: Implement secure databases and data management systems. Use encryption and other security measures to protect data. Human-in-the-loop (HITL): To Ensure that no AI system operates entirely independently. There should always be a human overseeing the system's decisions, especially in critical areas like final candidate selection.

As per my experience the integration of AI and automation in talent acquisition holds immense potential for the organizations seeking to enhance diversity and inclusion. By leveraging these technologies, companies can tap into a wider talent pool, identify exceptional candidates, and reduce bias and discrimination. Embracing AI and automation not only strengthens the recruitment process but also contributes to building a more vibrant, inclusive, and successful workforce.

In 2023, global talent acquisition is undergoing a transformative shift, prominently emphasising employer branding and better candidate experience. Companies are leveraging compelling narratives, showcasing vibrant workplace culture, and showcasing social responsibility to attract top talent. Top firms are leveraging AI-driven chatbots for personalised communication throughout the hiring journey, real-time responses and virtual reality office tours granting candidates immersive insights. As the competition for skilled professionals intensifies, these trends underscore the importance of creating an authentic brand and seamless candidate journey to secure and retain top-tier talent on a global scale.

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Localization: The way we present EVP it might need tweaks based on regional differences. Understanding what appeals to talent in different regions.We need to modify accordingly. Diversity and Inclusion: Emphasizing our commitment to D&I, especially when hiring from diverse global pools. Global Candidate Experience: Be respectful of time zones. Interviewing candidates from different parts of the world, we should try to accommodate their local times and cultural differences. Cultural Training for Recruiters: Ensuring that those involved in the hiring process are culturally sensitive and aware of global etiquettes.

An important factor in Employer brand attractiveness is the narrative created to attract candidates. Conveying a quality standardized spiel is as intrinsic to recruitment, as is to the marketing function. "Today's candidate is tomorrow's client", is the adage we go by. Every touchpoint in the recruitment/ TA process is an opportunity to showcase the employer brand & create brand ambassadors even if the candidate is not yet a clear choice. Effective recruiters are the perfect conduits for creating brand personas & referral networks, where the employer brand, the recruiter and the role, are all promoted in the best possible light.

Our company offers continuous learning and development. Not only do we have access to unlimited courses and training but we receive daily upskilling and knowledge sharing. This is a big attraction for candidates as learning and development has been found to be more important than just a salary package. Our pathway's have also been designed to guide employees on how to upskill themselves to be able to secure their future ensuring we are able to offer one of the strongest benefits, a future career.

When you throw genAI into the recipe we are in for something umami! I see a strong trend towards inclusivity that encompasses genAI. management will become a hybrid human/AI practice, vastly improved by data and coaching. I also think/hope humans will do more leadership and less management as a result. With this HR’s ability to manage a workforce that is hybrid form a human / AI perspective will define its relevance .

?? Private Equity and Family Office Activity: Surge in PE and Family Offices seeking leadership in lower and middle markets, emphasizing portfolio optimization. ?? International vs. Local Hiring: With a growing global outlook, the balance between diverse international perspectives and invaluable local insight intensifies. ?? Remote Work Revolution: Beyond a trend, remote work reshapes the traditional 'workplace', reflecting a universal shift in organizational strategies.