The COVID-19 pandemic has greatly impacted recruitment processes, accelerating many positive changes which will no doubt last beyond the health crisis. What has not changed is that businesses still need to prioritise top quality hires, but we are seeing that many organisations are needing to fill open positions faster than ever following a subdued 2020.

A significant lesson from 2020 is how talent attraction can look at traditional geographical divides as opportunities rather than obstacles. It is easy to see how companies have embraced remote working as a necessity but now have the ability to see that this opens up a host of possibilities - for a proportion of roles, borders have effectively disappeared.

This offers a huge opportunity to add flex and scale to functions that have traditionally sat in silos, where proximity has been valued over effectiveness. So now more than ever it pays to have your talent attraction team and your operating processes united, no matter where they’re based and no matter which region they are servicing.

Whether your business operates in five countries or 70, the wins are the same. When you leverage a global talent attraction (TA) strategy, you’re able to compete locally, and on a global scale. That means the power to target top talent, provide key business insights, drive the company strategy and operate far more efficiently.

Benefits of an efficient global talent acquisition strategy

Improved brand awareness: Consistency is key; particularly when it comes to marketing, and more specifically, branding. When you adopt a cohesive, global approach, you (and your processes) become recognisable and trusted, as highlighted in a recent article in HRO Today by Andy Curlewis, SVP of brand at Cielo. The candidate journey – and subsequent employee experience – becomes consistent across countries, leaving you confident that your brand messaging conveys what you want it to, every time.

Greater diversity: Study after study has shown that organisations with a diverse workforce are more likely to be successful. A Boston Consulting Group (BCG) study finds that diverse companies produce 19% more revenue and a PwC study finds that organisations with greater gender diversity are 1.4 times more likely to have sustained, profitable growth. The great thing about adopting a global talent acquisition strategy is having a trusted team that understands your business, inside-out, along with the nuances and availability of talent in different regions around the world.

Improved operational efficiency: If you operate at a country level, it’s likely that you have some inbuilt inefficiencies in your model and a greater likelihood of overreliance on recruitment agencies. Localised talent acquisition approaches will often end up trying to answer the same issue but with different solutions. A global approach allows you to streamline operations – reducing associated costs, leveraging local knowledge, and improving communication concerning your specific hiring needs and skills gaps.

Increased retention levels: Research suggests that most workers are ready for a change after two plus years in a role. Rather than losing this talent and associated knowledge from within your organisation, the adoption of a global talent acquisition strategy, that incorporates internal mobility, opens the gates for exciting development opportunities. Regardless of the locale, when a role goes live, existing employees would be encouraged to apply by way of a centralised internal opportunities platform. This of course delivers the additional benefit of reducing the time and expense of onboarding.

Stronger social media presence: If technology wasn’t already king, Covid has cemented its rise to world power. Face-to-face feels like a thing of the past after recent months, with everything from attraction to onboarding having technology at its core. This has propelled social media recruitment marketing to new heights, and with a global TA strategy unifying your brand marketing message across every locale, candidates will feel like part of a core community, wherever they are.

Trusted local knowledge: When you’re operating in different geographies, success is largely dependent on a solid understanding of the nuances of local culture, its unique business practices, privacy laws, current economic climate, and highly individual sales and service strategies – which differ all over the world. One of the key principles of an overarching, global TA strategy is to ensure that local input must be incorporated to ensure that the global approach is optimised for the local stakeholders and candidates.

Post-Covid: a new world order

Moving forward, we’re less likely to work in silo, instead, success will come from partnerships, alliances, and support within local communities. Recent experience has taught us that we may be geographically dispersed, but that great things can happen when we work in unison.

A global recruitment process outsourcing (RPO) model allows companies to be agile in a way that would be challenging from an internal perspective, and in a tough climate where almost everything is virtual, agility is of the greatest importance.

An RPO model allows you to scale up or scale down, in line with current market conditions and organisational demands. It does this without losing knowledge from within the business, and without the need for lengthy onboarding processes. An RPO model provides organisations with an expert partner to help create the talent acquisition strategy, bringing with them the experience (both global and local) and scale to operationalise it.

The number of companies opting for an outsourced recruitment model post the start of the pandemic has increased, based on reports by Deloitte, evidencing a recognition of the need for a flexible, quality driven, and cost-effective approach in these difficult times.

From a talent acquisition perspective, last year has offered the chance of a reset that some would say was overdue. We’ve been reminded that boundaries and divisions are manmade. People can be reached and engaged in every locale, with a cohesive effort and can be made to feel part of something bigger than themselves – and that when we focus on inclusion, success is in much easier reach.

Leveraging the power and impact of a global talent acquisition model on a local basis, enables flex and agility whilst delivering global best practice within a locally nuanced service.


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