10.5 Ways to Global Talent
Globalization is an inevitable reality that
company’s face as they look for growth markets. The
level of collaboration with global partners will
also see a rise as partnerships are developed to
foster innovation, development and distribution
efforts. To support these strategic initiatives
companies will seek to recruit talent abroad. In the
global world de facto recruiting practices do not
apply. While there may be some commonality between a
region, a continent, countries have their own unique
ways to recruit. Different ways of conducting
business, different cultures, norms, backgrounds,
expectations mean the recruiter needs to understand
and work with these variables.
Talent acquisition (finding talent) involves
sourcing the right way with a global mindset. What
works in China does not work in Switzerland.
Business and social networking sites are ranked
differently. For example, the Europeans prefer XING
to Linkedin. A leading site like Monster may not
even rank in the top five within other countries.
Standard job descriptions designed for the US will
fail to attract the right response within Asia.
Referrals tend to be more successful in some areas
than others when done the right way. Candidates in
some regions prefer emails while others will not
move ahead till a phone information gathering
session takes place with the recruiter.
The Bottom Line - talent acquisition at the global
level needs to be done differently. Customization,
time differences, regional preferences all add to
the complexity of finding the right talent. In this
white paper, we present some sure shot ways to
improve your internal sourcing effort. If a company
lacks resources or does not have resources with
global experience we recommend the alternative of
outsourcing the sourcing aspect of the recruiting
process. It can be a cost effective alternative,
which is scalable and requires no long term
commitment.
Please click
here for further details.
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