For many companies throughout the world, working from home has become the new norm, which opens up a whole new way of working, thinking and logistics. Meetings take place on various platforms where interaction from all over the globe is achievable and documents can be virtually signed and shared. Face to face meetings and travel have been questioned if necessary, to save not only costs but to ensure the safety of Directors and staff.
With all the chaos, there are now many more opportunities for companies to look for talent around the globe that would not necessarily have been available previously. Technology has played an enormous part connecting the world, which has not gone unnoticed by recruitment agencies and HR practitioners. The Global Talent pool is much more accessible, where recruiters can tap into talent sources to assist companies with their talent acquisition strategy. The connecting of companies with candidates to fill a specific business need ensures that certain skills available on the global market are available to bridge their skills gap locally. Should the job profile allow the candidate to continue working from his/her home, this could be a huge cost saving to both parties.
If you are looking to source Global Talent, the process could become quite costly and a Global Talent Acquisition Strategy needs to be put in place with airtight contracts, ensuring the company and candidate are aware of any tax implications. One of the vital components to Global Talent Acquisition is to have a strategic workforce plan in place. Some of the questions to consider are: would the business be expanding into new markets and areas and what is the goal and outcome to be achieved? A survey on the current workforce would be beneficial to see where the skills gaps are and how to bridge the gaps. Would the current employees benefit and learn from a global talent source, therefore transferring knowledge and upskilling the current workforce?
Dealing with Global Talent can be quite difficult, as the culture varies from country to country and at times region to region. Research the country and cultures before proceeding, as the incorrect approach may deter the best candidates from accepting or applying for the positions. Ensure the Job Description is clearly defined and detailed of what the expectation is, as well as the required qualifications and benefits.
A company’s EVP (Employee Value Proposition) can entice Global Talent, but make sure that this is in place before entering into the Global Talent Space. Most candidates are looking for opportunities to share skills and talents and are wanting to gain additional skills and be financially secure. Engage with international agencies to ensure that there is a transparent compensation and contracts in place that cover both parties.
When selecting candidates, the relevant cross-border/country checks must be in place, as a company could be held liable for repatriation costs. If the candidate is indeed required to relocate, both parties are to consider work permits, relocation packages and legal fees. Once the new candidate has joined the team both virtually or in person, every effort must be made to ensure he/she is welcomed and included in the company culture. Most candidate failures are due to a cultural misfit.
Moore Global has a wonderful secondment plan where staff can apply to almost any country in the world.