Next-Generation Global Talent Acquisition Strategies

global talent acquisition strategies

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Did you know 70% of the global workforce comprises passive talent who aren’t actively searching for a job? The same report indicates that the best candidates are off the market in ten days!  

Since you’re reading this, we’re sure you want to attract the right talent for your organization. But to do that, you must leverage the best global talent acquisition strategies. And it requires more than just posting openings on job boards or reaching out to candidates on LinkedIn.   

The next-gen global talent acquisition strategies involve: 

  • Creating a strategic workforce plan. 
  • Understanding the regional job markets.
  • Structuring your onboarding process.
  • Adapting to flexible work models. 

We’ll discuss all these and more. Let’s get started.

7 Global Talent Acquisition Strategies for 2023 and Beyond

These strategies will give your HR team a thorough understanding of where global talent acquisition is headed and enable you to future-proof your hiring strategy.

Create a Strategic Workforce Plan

Like any business strategy, talent acquisition requires a solid plan highlighting your needed resources and a detailed timeline. It will guide your next actions and prevent over or under-hiring. Begin by answering these questions.  

  • Do you have Business Expansion plan to new markets? If yes, where? 
  • Are there skill gaps in your current workforce that you want to fill now or in the future? 
  • How will new employees help achieve your business goals? 

Once you’ve answered these questions, you will better understand how to plan for global talent acquisition. However, it is worth noting that a strategic workforce plan is not only about hiring new people. It is also about upskilling your employees to adapt to changing business needs.

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Prioritize Diversity and Inclusion

Global talent acquisition strategies take diversity and inclusion into consideration when hiring employees. For example, 76% of job seekers say a diverse workforce is important when evaluating companies and job offers.  

Here are some statistics indicating the importance of diversity and inclusion.

  • Inclusive companies are 1.7x more innovative than their non-inclusive counterparts. 
  • Inclusive companies are 120% more likely to hit financial goals. 
  • Racially and ethnically diverse companies are 35% more likely to perform better financially. 
  • Diverse companies are 70% more likely to capture new markets. 

Besides, when you hire employees from different parts of the world who are inadvertently diverse, they’ll bring different perspectives to the workplace. As a result, you’ll see increased innovation and rapid growth.  

Understand Regional Job Markets

While the overall recruitment process will remain the same, you must prioritize localization when hiring globally. Availability, skills, local labor laws, and how recruitment is done will likely differ from country to country. Thus, familiarize yourself with the local culture and optimize your hiring strategy if required.  

For instance, Quebec, a Canadian Province, mandates any person or company doing business in Quebec must follow the language requirements of the Charter of the French Language. Besides, employees in Quebec have the right to work in French. Therefore, you cannot refuse to hire someone even if they don’t know English or another language unless the job requires using another language.  

Inspire People to Join You

Although the global talent market is vast, the competition to hire the best talent is also high. And when more and more employers are looking for talent without location boundaries, you must stand out to attract them to apply for you.   

Think about why more employees apply for jobs at Google than at your neighborhood startup. The answer is employer branding!  

The last few years taught us that employer branding and authenticity play a critical role in filling positions faster, especially highly specialized roles.  

Here are some tips to help you improve your employer branding.

  • Optimize your career site to greet visitors with relevant job opportunities based on their search. 
  • Clearly communicate your company values, mission, and vision on your website. 
  • Showcase what it is like to work at your company. 
  • Market personalized hiring events to targeted talent pools. 
  • Offer relevant information to all job seekers, including passive ones.
  • Make applying for your company as easy as possible.
  • Encourage your employees to share their experiences working at your company on social media.

Embrace Flexible Work Arrangements

A good global talent acquisition strategy is incomplete without plans for modern-day working arrangements. According to a Gallup poll, nine in ten workers want to maintain remote work to some degree.  

So, offering remote work as an option will enable you to widen your talent search and find the best candidates for your organization. In addition, you can create hybrid work arrangements if you cannot offer complete work from home. Such flexible arrangements would mean you can hire more freelancers and independent contractors for short or one-off projects, making it more cost-effective for the business.

Make Technology Your Best Friend

Most HR recruiters use an applicant tracking system (ATS) to screen resumes and find the most suitable applicants. However, global talent acquisition strategies require using more than just ATS.  

You can use the following tools to enhance and streamline your recruitment process. 

  • Premade assessments: These tools provide customized examinations that you can use to evaluate a candidate’s ability and knowledge for specific roles.
  • Chatbots: They send automated responses to common applicant questions, schedule interviews, and engage candidates. You can integrate chatbots into your website and job boards.
  • Interviewing software: Global talent acquisition often means interviewing hundreds (if not thousands) of candidates. Interviewing software allows candidates to record answers to pre-set questions and submit them online. You can then use audio, video, or text to evaluate the responses efficiently.
  • Onboarding software: The last step to complete talent acquisition is onboarding employees. Effective onboarding software helps provide an excellent employee experience from day one.
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Ensure International Compliance

Employment laws vary from region to region. For example, what is mandatory in India might be voluntary in the US. Therefore, local labor laws and regulations should be considered when hiring employees. If not, you risk getting penalized by the government, not to mention the damage it will do to your brand reputation.   

If you’re unsure how to stay compliant when hiring globally, consider hiring a global PEO or EOR company, depending on your requirements. Organizations like Husys have the necessary expertise and resources to ensure compliance with local laws across countries. Besides, you can leave the nitty-gritty of human resources and employee management to Husys and focus more on expanding your company globally.   

Wrapping Up

The right global talent acquisition strategies can help you find the best talent, fill open positions faster, and ensure compliance with local laws. You must define your hiring goals, identify skill gaps, and build a strong employer brand. Additionally, consider partnering with a PEO provider to take advantage of their expertise in global talent acquisition.

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