The rise in remote work has expanded so much that even the US court system has said they’re going to continue leaning on it for the foreseeable future.
With the rise of remote work comes an ability to spread your team to an international level, making the need for global talent acquisition necessary for a lot of businesses across the world. What is global talent acquisition, though? How it can help your business and the ones you employ?
Luckily, we’re here to explain. Read on to learn everything you need to know.
Global Talent Acquisition Explained
Put simply: Global talent Acquisition is the process of identifying and acquiring talent for your team around the world. It differs a lot from traditional recruitment, as you’re not looking to save as much on time and you’re not searching in a local talent pool.
Yes, you’re using typical recruitment strategies, but you’re scaling them to fit a global search and you might find yourself needing to make some adjustments. That’s where building a solid plan comes into play.
1. Have a Plan in Place
So, what are you looking to gain from your workforce? Answering a few basic questions before you start searching for talent is going to help out a lot as things move forward. Here are a few questions you can ask yourself to get started:
- Are you looking to expand into new markets?
- What goals does your company ultimately have?
- What is your team currently lacking?
- What skill gaps need to be filled immediately?
- Which gaps can be filled in the future?
When you know what you need from the talent you’re seeking, the search becomes a lot easier on your end. Using your answers, you can work to build a plan.
2. How Is the Job Market?
Next, if you’re looking to hire in a certain area, then it’s a great idea to get to know the local job market. Things vary from region to region when it comes to things like labor laws, regulations, skill availability, and especially culture.
It’s smart to have a basic idea of how each of these things works in the region you’re looking to hire.
3. Make Necessary Changes
From there, it’s time to compare your initial plans to the research you’ve done. If anything needs to change or be tweaked, then now is the time to do so.
You can also take this step for each role you hire. Tailor your approach locally, and make sure you understand the things that matter the most to your employees in those regions.
4. Design Your Candidate Selection Process
Once your changes have been made, it’s time to move to design your candidate selection process. Remember to be careful when it comes to things like personal interview questions, and assessment tests and tools.
Some of these things can interfere with local laws, but putting your process in writing before moving forward can make things a lot easier. This is especially important if you’re hiring people in different time zones.
5. Offer Relocation Packages
If you’re hiring a remote team, then this isn’t likely to be something you need to consider, but if you’re asking the talent you hire to relocate, then you should carefully consider the relocation package you’re offering.
Remember, relocating doesn’t have to mean the talent you hire has to go into an office. It could simply mean relocating to the same timezone your business is in so business hours match up.
During the interview process, take the time to learn what your prospects need in terms of relocation. Things like subsidized housing for a certain period, spousal/family aid, and assistance with travel or transport are all great things to consider adding. People from different areas and countries are going to have different needs, and it’s important to help them out when you’re offering them a position.
6. Be Transparent With Compensation
Alongside relocation packages, it’s important to be transparent with compensation from the beginning. Publish the salary range you’re able to offer, and make sure you’re tailoring that compensation to the area you’re hiring in.
The living wage in London or San Diego is going to be a lot higher than it would be in the middle of Montana or another country. The better you’re able to tailor your hiring approach, the easier time you’re going to have with finding top talent.
7. Don’t Be Afraid to Reevaluate
Finally, as you move through the process, you should never be afraid to reevaluate. Here are a few questions you can ask yourself to help move things along:
- How is your strategy working for you?
- Are the proper candidates applying for your job postings?
- Is globally sourced talent engaging enough?
- Does anything need to change?
- What can stay the same?
The more in-depth you can be during your review process, the easier it’s going to be to make specific changes when they’re needed. Going in blind for this step is going to leave you playing guessing games, and that confusion is going to show through in your hiring process.
It’s easier for candidates to notice the flaws in your hiring process than you might expect. Come into the process prepared so you can ensure you’re hiring top talent for your company.
How Is Your Strategy Going to Look?
Now that we’ve gone over the basics of creating a global talent acquisition strategy, are you feeling more confident? The process itself isn’t a hard one, but it requires some trial and error. The important thing to remember when you’re building your strategy is to take your time. Refreshing your process as you research and gather data or opinions is a great way to do this, and it’s a method to always take advantage of.
We’re here to help when you need it, though. Contact us today to get started.