The last year has proven that working remotely or in a hybrid environment is here to stay. Several companies have also announced that they will be using a hybrid model for the first time. This has allowed employers to attract top-notch talent from across the globe to fill the skill gaps in their workforce. As such, a global talent acquisition strategy should focus on certain areas writes, Debbie Millin, chief operating officer and a founding member of the executive team, Globalization Partners.
In many organizations, the changes in work culture brought about by months of lockdown and separation are clearly here to stay. One recent study from GallupOpens a new window , for instance, indicated that 61% of Americans now prefer to work from home, while anotherOpens a new window showed that 89% of employees would like to work remotely some or all of the time.
As a result, leading companies from Microsoft and Google to Apple are throwing their support behind the hybrid model as a long-term option for employees. Going even further, Twitter and Slack are examples of organizations that have given employees the choice to be fully remote.
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This brings with it new HR challenges and opportunities. For instance, as companies no longer require people to be in shared office environments every day, they can now look anywhere for talent. As a result, the importance of having a strong global talent acquisition strategy is growing and should focus on five foundational areas:
1. Apply Holistic Thinking
Global talent acquisition works best when organizations develop a holistic perspective that combines local or regional business priorities, workforce plans and knowledge of specific labor markets with international strategy and goals.
2. Invest in Analysis
Organizations that put time and effort into understanding the precise requirements of each team or region will be much better placed to find the talent they need than those who apply a generalized approach. For instance, compiling a list of non-negotiables around job specifications and candidates will help focus the search and satisfy company needs.
3. Sell Your Vision
Company culture, reputation, and approach to key issues such as inclusion and diversity are becoming increasingly important to candidates, especially those just entering the workforce. In the long term, strong employer branding and a track record of delivery on these issues can enhance a company’s market position and improve employee retention.
4. Build Positive Relationships
It’s inevitable that not everyone who applies for a role is going to be an ideal fit, but they might be perfect for a different role in the future. Ensuring that every candidate — successful or not — has a positive experience can have a strong impact on brand reputation and helps keep talent in play for potential roles in the future.
5. Measure Success
Getting new people on board is an important step in a wider process. For instance, even after roles have been filled, it’s vital to review the talent acquisition process and make improvements to optimize its impact.
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Implementing an Effective Strategy
Once these strategic foundations have been put in place, organizations can then focus on the practicalities of deploying their global talent acquisition strategy.
For instance, employees are not only focusing on compensation packages in making a decision about who to work for but increasingly care about issues such as Corporate Social Responsibility (CSR). Evidence backs this up, with The Cone Communications Millennial Employee Study, for instance, findingOpens a new window that 64% of millennials will decline a job if their employer doesn’t have a strong CSR policy. Furthermore, the vast majority (83%) said they would be more loyal to an employer who is focused on environmental and social issues.
According to GlassdoorOpens a new window , 80% of employees would also rather receive additional benefits over a pay raise. When establishing what your company will offer, it’s important to research what is relevant to potential candidates. This can include things like healthcare, paid family leave, shorter workweeks and student loan assistance.
Employers must make their values around these issues crystal clear from the outset. Factors such as leadership style, approach to customer service, diversity, inclusion and equality will all play a role. And once new people are hired, the first 45 days are crucial to the employee experience, according to LinkedInOpens a new window . Employers should plan carefully to make sure this works for everyone involved.
The role of the employer also extends to providing effective training programs. According to The Association for Talent Development (ATD), companies that offer comprehensive training programs have a 218%Opens a new window higher income per employee than those that don’t. What’s more, three-quartersOpens a new window of millennials believe professional development opportunities are one of the most important aspects of company culture. Training considerations also run alongside career progression. In fact, 70%Opens a new window of employees would move to a company offering more opportunities for career development.
With the future of work continuing to evolve, employers who understand shifting workplace and cultural trends will be ideally placed to succeed. In the years to come, the ability to build and retain a globally diverse workforce will be one of the key determining factors in separating businesses with a vision to adapt from those stuck in the past.