How to Build a Global Talent Strategy in 2022

How to Build a Global Talent Strategy in 2022

?As we step into the new year, it is important for organizations to recognize and tap fresh opportunities for growth and transformation. This year, businesses will remain agile as long as their workforces are fostered on the basis of flexibility – a factor that will heavily contribute to the progress of business. Flexibility of the workforce will allow you to grow into new regions and optimize new projects. It is also important to decide how, where and when global hiring will best support your business goals.

If you are planning to scale up your business in 2022, here’s how you can get started and build a global talent strategy in six steps.

?1. Chalk out a road map for global hiring

Enthusiasm is always important when it comes to recruitment, but charging ahead without a set plan may lead to costly errors or oversights. A renewed positivity and refreshed strategy backed by a solid plan can work wonders for your team. Begin the year by finding answers to these crucial questions.

1. What is the projected speed of growth and expansion of the business?
2. Are we correctly interpreting the hiring landscape and disruptions in our targeted regions?
3. Should we be exploring other markets? If yes, then which market should we enter next?
4. Where is the business headed in the following five years?

Once you have answers to the above important questions, you will be better positioned to determine when, where and how global recruitment can help address your business objectives.

2. Unite cross-cultural teams with stakeholders

Whether we were in different cities, different countries or simply six feet apart – Covid-19 has taught us how to remain connected. And while it may be convenient to overlook the need for professionals being trained, it is a necessity that can translate into effective collaboration across different cultures and geographic locations. Members of your workforce, at every level, will need additional training and recaps to ensure the adherence of equity, diversity and inclusion. From the HR to the C-suite, from existing departments and project teams to the new hires and corporate buy-ins, it is important for everyone in the system to remain connected and streamlined to the business goals. It helps deliver for an agile talent acquisition plan.

3. Exhibit a global employer brand

A dynamic employer brand is the foundation of fruitful global talent acquisition. Allow prospective candidates in the target markets and potential markets to get a clear view of your company’s workplace culture, the faces that work with you, the development taking place and the long-term opportunities you provide. Give the talent a sneak-peek into your employee value proposition –

?????i.????????A regional careers pages on a global website

????ii.????????Local and contextual recruitment campaigns on social media

???iii.????????Global company pages on Glassdoor and LinkedIn

??iv.????????Outreach to domestic universities or professional associations

Effective recruitment, retention and workforce engagement always depends upon an authentic employer brand. Keep your existing employees in mind while developing this brand. And though a global employer brand must remain consistent, it may require to be slightly tweaked and personalized for different locations.?

4. Deploy HR technology to go all out

?Technology has played a vital role in driving hiring goals, especially during the pandemic. For instance, many Applicant Tracking Systems (ATS) have optimized search and applicant communication functions that can help your recruitment team save time and engage with the talent in a meaningful way. The ever-evolving Artificial Intelligence (AI) allows you to make your recruitment process more inclusive and unbiased, while also automating features such as email and chat bots. When global talent acquisition seems complex, hiring technologies can keep the functions centralized, manageable and cost-effective.

5. Freeze the expectations and the timeline

It is important that you convey the organizational needs, set clear expectations and communicate your global talent acquisition strategy – both within your workforce and to your Recruitment Process Outsourcing (RPO) partner, who will serve as an extension of your company's HR function to provide holistic recruitment solutions like talent supply advisory, expertize in HR technology services, analytics and most importantly – relevantly skilled talent!

Whether you seek to roll out a global ATS, appoint a sales team in a new city or create that social media recruitment pitch for a new region – it is important to decide the accountability and timeline. Such detailing will help the business immensely and as the time passes and as the plans proceed, steps can always be revised and realigned to newer goals.

6. Follow the metrics as data never lies

When the data reflects reality, you should evaluate it and adjust your next steps accordingly. To get favorable results, leverage all your data inputs, including numbers, analytics and feedback from the hiring managers and candidates to comprehend pain points and pin the successes. The right kind of assessment must entail candidate quality, social media engagement and talent retention rates.

These will not only help make informed strategy improvements, but will also emphasize on the high-performing factors. Your global approach will allow such best practices to be implemented widely and replicated across locations.

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