That’s an era of cutthroat competition for quality talent. And there are way too many factors influencing today’s recruitment landscape, making it intense as ever.
Firstly, local talent frequently ventures beyond their homeland, seeking better career prospects abroad. And the interesting part is global employee movement is not limited to developing countries but also to developed ones.
Secondly, modern quality talent yearns for more than just nice paychecks to dedicate themselves to a job. They also want a good work environment, opportunities for growth, and value-added services such as flexible hours, remote working, and even job rotation.
Amidst the hiring challenges, what should be employers’ strategy to stay ahead of the talent game?
How do you attract and keep the best talent, satisfying their requirements? Meanwhile, you do not want to compromise the sustainability and efficiency of the company’s internal operations?
Global talent acquisition is the best answer. Moving talent acquisition beyond land boundaries and having an international focus is essential to ensure the success of any business in 2023/2024.
How?
This blog will reveal the five key moves for that.
We can feel you are stuck in a dilemma between moving on with a global talent acquisition strategy and keeping your organisation away from it, fearing the challenges of global talent acquisition.
From your doubts to clarity – if you chase quality talent, forget to choose between these two. Rather, invest in the right approaches to build a reliable global talent acquisition team. With that, you will reap the rewards of global talent acquisition, possibly shielding from potential risks.
Let’s dig into why many of your peers have already moved to global recruitment and why you should follow them as well.
Time to understand the global talent acquisition definition.
One of the most powerful hiring tactics involves the strategic recruitment of qualified and talented individuals from anywhere around the world – whether natives or immigrants.
Beyond solving the talent shortage issue, this tactic helps you with business diversification. It helps to bring in different perspectives, innovative ideas, and a wide range of expertise. This approach can give your business an edge over the competition.
Hiring overseas can help you receive more in exchange for the same energy and money you put in for local talent. Though not the dogma, the cost of hiring global talent is often lower than hiring locally due to the difference in salaries between countries (or regions).
Meanwhile, the salary range in the specific country is not directly proportional to the quality of talent. If you do a little research, you can get surprised to find talent hubs for specific skill set across the globe that can offer you quality talent at a more affordable rate.
Furthermore, most global talent is not only highly skilled but also tech-savvy and well-versed in the latest technologies. Working with people psychologically trained and prepared for remote collaboration, you can reduce extra office costs as well as the time spent on onboarding.
Most nations are known for having a competitive edge in specific skills and competencies. Meanwhile, most people living in the same socioeconomic background tend to have the same interest, outlook, and hence a knack for certain subjects.
By following global talent acquisition trends and extending beyond the local talent pool, you can easily fill in the skill gaps you usually have when working with the locals. Your freedom to engage employees from different parts of the world equals the power to bring aboard certain skill sets and competencies unavailable in your local market.
Greetings from Collab Fabrik – a remote recruitment agency working in Europe and Armenia. We successfully link Caucasian talent with European companies for more than two years.
Below we share some steps tried and tested during our rollercoaster ride of remote talent management. That’s the honest conversation. We share our best practices and insider strategies to help you solve the century’s hiring challenge.
Plan ahead or fall behind.
Just like with anything else in the world, you need a clear plan of action if you’re going to shift the needle in a global talent acquisition campaign.
A typical strategic workforce plan includes the following.
Read more about designing a successful strategic workforce plan before jumping to the actual hiring.
The world is naturally divided into talent hubs or areas where certain skills and professions are more developed than anywhere else. For example, Caucasus and South Eastern Europe are considered the cradle of tech-savvy professionals, while Latin America is great for support teams.
Annual global skills reports like the one from Coursera can greatly help you in identifying where are the professionals you are currently looking for. You can also learn about their average pay and if their skillset fits your needs.
However, beyond the skillset, we strongly encourage you to check the cultural differences of the target region. Are they compatible with that of your staff? Though the modern world is moving toward more accepting and inclusive work cultures, there are still areas where the difference in culture can cause tension and lead to misunderstanding, which can disrupt workflow.
One of the global talent acquisition trends is shifting from traditional employer branding to remote employer branding.
The first one refers to how you present your company as a workplace, highlighting your employees, the values you share, and why a potential candidate should opt for your job over another. Remote employer branding is slightly different.
It’s more about how you, as a company, have embraced the remote working culture and all the associated perks. It’s also about creating a strong sense of belonging, even when working from a different part of the world.
In more simple words, a remote employer brand should convince global talent you are the best distant employer out there. Don’t forget – when you shift to global talent acquisition, the competition is much bigger. So, you need to be more creative to grab the attention of potential applicants.
Here are some steps you can start with if this concept is new to you.
Read more on remote employer branding for more inspiration.
Beyond traditional job announcement approaches like short and sweet wording, enticing job titles, and SEO-optimised content, you also need to add a few more things that make global talent feel you are an appreciated distance employer.
Here are some common things you must check before posting your job offer.
Here’s more information on job offers for global talent.
You can gradually transform your organisation from traditional to remote-friendly and start hiring global talent on your own. But if you’re short of time or don’t want to spend too much of your resources in this direction, the best decision is to trust it with an experienced global talent acquisition team.
If you’re taking your first steps in the remote hiring world and want them to be successful, let’s get in touch for a free consultation first. During this introductory session, we can broadly discuss your organisation’s needs and how we can assist you.
We provide the full spectrum of remote hiring services, from talent sourcing and screening to onboarding and retention. We also have an in-house team of experienced global HR professionals, lawyers, and remote project managers to ensure the legal side of your remote hiring process is always taken care of.
So you can decide where you need us. We can round up the global talent search initiative or focus on a particular task, depending on your needs and budget. In any case, our 2+ years of intensive remote hiring experience will ensure you get the best remote talent that meets your job requirements, matches your company culture, and is a great fit for your current team.
Global talent acquisition charms many companies with a wide pool of talented individuals promising to solve the talent shortage that most companies experience nowadays.
However, once entering the arena, companies quickly discover the complexity of this process as there are too many nuances to consider, from legalities to team culture.
We know this pain at Collab Fabrik, as our remote hiring agency started from our founder’s personal struggle to find fitting candidates for her startup in Europe. Now, we successfully solve this puzzle for many companies worldwide, linking them to the best global talent carrying all the processes from A to Z.
Ready to join the global talent race?
We can help you.
