Evolve | Creating a Global, Diverse, Talent Acquisition Strategy in the New World of Remote Work: What You Need to Know

 Evolve | Creating a Global, Diverse, Talent Acquisition Strategy in the New World of Remote Work: What You Need to Know

Creating a Global, Diverse, Talent Acquisition Strategy in the New World of Remote Work: What You Need to Know

“We are living in a remote world and that’s really great for leaders, managers of companies — they can find the best talent in the world that matches what they are looking for and their values.” — Cyrus Sullivan, Associate Director, Partnership and Growth, Anavate Partners.

A panel moderated by Brent Kinsey, Sr. Director of Talent Acquisition, Globalization Partners, and with the participation of Somen Mondal, Co-Founder, Ideal: A Ceridian Company; Cyrus Sullivan, Manager, Anavate Partners; and Dipesh Mistry, COO, Vayda.

What is important for companies to consider when building a global (not local) talent acquisition strategy?

Cyrus Sullivan, Associate Director, Partnership and Growth, Anavate Partners explained that human capital is more important than ever. Companies not only have to look for the best candidate possible in terms of skills or knowledge, but they must also consider the compatibility of values with their culture. The pool of talent available is bigger than ever and employers cannot lose sight of their long-term goals to maintain a “sustainable acquisition.” 

Somen Mondal,  Co-Founder, Ideal: A Ceridian Company complemented this idea from the system perspective. Companies need to ask themselves, “Do you have the systems that are scalable to take you from one location to another?” An infrastructure capable of maintaining international growth is fundamental to staying compliant and to having a clear image of all the levels of the organization across different jurisdictions. 

“The next big obstacle that we need to tackle is how do we ensure that our culture of the company is kept intact.” — Somen Mondal, Co-Founder, Ideal: A Ceridian Company

How can companies research and understand new job markets as well as develop international talent screening tactics to help them find the best candidates?

Following his previous answer, Mondal highlighted the role of systems and software when looking for talent in new countries. When a company enters a new market, it is a “blank slate.” The first step is to gather information to learn from it. Then, it is crucial to understand specifics regarding the local talent pool . Finally, use all the information gathered to start screening candidates who match your needs.  

All the speakers supported this strategy and pointed out that companies need to be open and creative. The course of action will be different in each local job market. This means that all the information gathered during the initial phases of expansion needs to be integrated into the final talent strategy. 

How should companies approach building the best workforce model for team success in 2022 and beyond? 

Dipesh Mistry, Chief Operating Officer, Vayda, focused on how to balance on-site and remote teams. Some companies require a hybrid workforce, which means that there must be a balanced “ad hoc collaboration” and plan according to this. Employees’ personal preferences also need to be considered. Some like the office while others prefer remote work, and employers need to plan and keep talent retention in mind. Sullivan complemented Mistry’s answer, affirming that, when it comes to balancing the needs of every team, “it’s not a science, it is an art,” and that each group will have a different solution. 

“I think there are also some trends that are continuing to roll on in the background. One of the most important is the strategic integration of HR and People Operations with the overall business strategy.” — Dipesh Mistry, Chief Operating Officer, Vayda

What is the next big change you see coming in the way companies think about hiring global talent, the ways they scale and grow their workforces, and the ever-increasing responsibilities of HR and people operations in this context? 

For Mondal, the “next big obstacle to tackle” is to ensure that the company’s culture is kept intact. In 2020, companies were pushed towards remote work with very little time to adapt because of the pandemic. This rushed transition did not allow for the creation of adequate guidelines to facilitate an online environment. Sullivan suggested that a good partner with experience in upscaling and international hiring, such as Globalization Partners, is a solution to this problem. 

In the final remarks, the speakers emphasized the strategic integration of Human Resources and People Operations in companies’ overall business strategy. Employers must keep an open mind and be ready to hire in other countries. Being open-minded to diversification will allow companies to stay ahead of their competitors.

What we learned

  • Software and technology are fundamental to sustaining the process of global expansion.
  • It’s crucial to maintain the company culture, especially when acquiring global talent.
  • When looking for talent in new job markets, the first step, even before considering candidates, is to collect data and then act accordingly.

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