Today’s talent market is a matrix of complex, convoluted and competitive social ecosystems. Employers have been reporting talent shortages and difficulties filling critical roles in their organizations. The current talent-driven workforce environment requires a great deal of attention be given to the fundamentals of attracting, engaging and retaining a desirable workforce for growth and corporate advantage.
More and more there is a need to establish best practices and strategies to help solve current and future challenges and concerns faced by leaders of global human resource and talent acquisition teams.
“Agile isn´t just for tech anymore – it´s transforming how organizations hire, develop, and manage their people.” – Harvard Business Review – The Rules of Talent Management, 2018
Diversify your Workforce
Globalization presents great benefits and unappalled business advantages to achieve scale and efficiencies not before realized. The combination of globalization leveraging digitalization allows multinationals the ability to diversify their workforce in an increasingly lean, agile and tactical way; they can extend into international markets without physically establishing a company based in those markets.
Multinational organizations often look to move their employees around to strategic locations in order to get the most of out of their workforce. However, in the last few years, global companies have shifted from permanent relocation to shorter work abroad stints; this technique has allowed employees to balance their work and family life more effectively.
Generational challenges and transformations are also presenting themselves as new groups of employees work their way into and through all levels of corporate advancement. Millennials employees, for example, present more of a willingness to accept work internationally. Along with a drive to expand their personal growth in new markets gaining excellent work knowledge and experiences abroad.
Challenges onto a global level in a fast-growth company environment and, as a people leader, HR may find itself looking for the ultimate guide on how to scale the workforce internationally, including managing cross-border employee experiences and corporate cultures. It’s a huge HR challenge knowing how to intersect and add maximum value to an international business strategy.
Digitise to Grow
New technologies are essential for recruiting, but the challenge is to align these new strategies with business goals. Organizations are taking a much more holistic approach to recruitment that includes company branding, screening, assessing, hiring and onboarding with technology providing a digital footprint to each key task.
Global organizations must develop the means to assess skills across divergent talent sources and then creating training programs to fill skills gaps after employees are hired. In addition, they need to understand how to manage and integrate multicultural employees.
HR Leaders need to consider the nuances of individual cultures and feel safe in hiring cross-culturally:
– Ensure global quality standards in HR,
– Acquiring the right candidates,
– Safeguarding recruitment
– Determining the accuracy of the qualifications of individual applicants
Cultural diversity is frequently seen as challenging, but it also provides great advantages. For example, a culturally diverse workforce may come up with more creative and innovative solutions to problems, because each person brings more unique perspectives and experiences to the table.
The challenge for HR is to educate managers on how to take advantage of the cultural differences while mitigating any potential bumps in the road. Developing authentication practices such as primary source verification and collaboration among diverse segments and communicating values and policies across organizations and countries will be important to driving success within global organizations.
Optimise the Candidate Experience
Creating strong corporate cultures, those cross national boundaries, that adhere to original source credentialing and authentication of qualifications for all employees without bias or prejudice will manage the total 360 employee experience during globalization in the most rewarding way.
Primary Source Verification (PSV), the act of verifying the applicant documents directly from the original or primary source, will secure your organization’s reputation, brand and boost the bottom line. PSV helps various professional and public sector organizations to detect any non-genuine certification.
Through the right amount of data and insight HR will be armed with the tools and actionable insights necessary to rise to its most pressing talent acquisition challenges.