Global talent acquisition is growing at an extraordinary pace. Among global professionals, 70 percent of people in professional services work remotely one day per week, and more than 50 percent work remotely at least half the week.
Those insights may astonish workers and managers who still operate within a traditional work environment. Nonetheless, they come from a detailed global study conducted by IWG in 2018.1
Needless to say, the implications are extraordinary. Perhaps top of the list, enticing levels of flexibility are being offered to compete for the best talent worldwide.
As we deepen our understanding of the rapid growth in global hiring, we must also equip ourselves to compete effectively.
The recommended approach includes a global talent acquisition strategy.
A global approach to talent acquisition enables your business to capture a wide-angle view of all the far-flung pieces. It lets you observe what’s working, what’s missing, and how to bring it all together — now and in the future.
The rise of global talent acquisition
Before we act, let’s make clear the necessity, based on a review of global talent acquisition growth trends.
Businesses of all sizes are entering or expanding their reach in the global marketplace. The number of Fortune 500 companies based in global emerging markets is expected to exceed 45 percent by 2025, according to research by management consulting firm, McKinsey & Company.2
In the United States, 70 percent of employers consider a global workforce “very or extremely important” to their talent strategy, according to a 2018 Harris Poll for Envoy, a global immigration services firm.3
Furthermore, just under 40 of US hiring managers expect employees will do the majority of their work remotely in the next ten years, according to a 2018 survey by freelance website Upwork.4
All of these figures point in the same direction: With the rise of a global workforce, we renew our commitment to cross-cultural communication and engagement strategies. This applies to the full life cycle of talent acquisition, but it begins with your candidate engagement strategy.
Talent acquisition takes its pulse from your EVP
A positive, dynamic workplace culture is the bedrock of effective global talent acquisition. Seek to provide candidates in your target markets and around the world with a clear view of your team culture, day-to-day vibe, and long-term career opportunities.
Important windows into your employee value proposition (EVP) may include:
- A regional careers website
- Global-focused company pages on LinkedIn and Glassdoor
- Local social media recruitment campaigns
- Regional job fairs
- Outreach to local universities and professional associations
Workplace adaptations for a global talent force
A successful on-boarding process is key to the long-term success of remote employees. It can also help shape an effective, collaborative environment that spans time zones, geographies, and cultures.
Worldwide, employees and employers are in the midst of a workplace sea change. Increasingly, team members join meetings and contribute via cloud-based project management tools and video conferencing.
Keep your current employees in mind when developing or evolving your employer brand. They help sustain your value proposition and keep you honest if the EVP doesn’t translate to their experience.
Effective hiring, retention, and workforce engagement depend upon an authentic employer brand and supportive communication channels.
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1 Browne, Ryan. “70% of people globally work remotely at least once a week, study says.” CNBC. Web. 30 May 2018.
2 McKinsey Global Institute. “Urban world: The shifting global business landscape.” Web. Oct. 2013
3 O’Donnell, Riia. “How to recruit in a global talent market.” HRDive. Web. 29 Nov. 2018.
4 Dishman, Lydia. “Remote work is “the new normal.”” Fast Company. Web. 28 Feb. 2018.Get In Touch