Quelles sont les clés du succès d’une équipe mondiale d’acquisition de talents ?

Two keys to achieving your team's goals: Clarity of purpose and focus in execution. I've seen entire recruiting organizations go off the rails because employees couldn't see anything beyond their monthly quotas, and leaders managed their directs against too many metrics. Start by creating a North Star goal for your team that is directly connected to one of your company's key business objectives. Articulate this to your team so they understand how their work contributes to the organization's vision. Then, focus on a minimal number of high-impact KPIs that will give you the most leverage toward achieving your North Star. Give your team the gift of clarity and focus, and motivation will naturally follow.

The keys to a successful global talent acquisition team include embracing diversity, leveraging data-driven recruitment strategies, and fostering strong collaboration across regions. Prioritize building a candidate-centric approach with clear communication and efficient processes. Invest in continuous learning and development for the team, ensuring they stay updated on market trends. Implement technology to streamline operations and focus on aligning talent acquisition goals with the broader business strategy. Effective leadership and a culture of inclusivity are essential.

It's good to have a plan, but when hiring in multiple geographies - influenced by different cultures, behaviors, labor laws and market trends - it's important to understand where our global framework needs flexibility so you can deliver results. The trust we build with our local TA teams and how we empower them is critical. They know the market better than us, and our role is to build upon their knowledge and insights. Know the core elements of your strategy and adapt them to the local market, while bringing your vision and leadership.

Customizing your employer brand and value proposition to resonate with local candidates can enhance your attractiveness as an employer and align better with local values and expectations, leading to higher engagement and loyalty.

This global mindset and open-mindedness to new ways of working are critical in that role. It is probably one of the most exciting parts of the job. I believe in the power of community and making sure we can all freely interact and design a shared vision for Talent Acquisition. In that sense, the role of trust is critical, allowing our teams to be proactive and take actions. To stay connected to our community, we communicate a lot through group sessions with TA leaders, 1:1s, group chats, newsletters, and more, adapting the content we share to the medium we use.

The role of relationships and trust is critical to achieving meaningful results. The top-down or hierarchical way of communicating can feel disempowering. Step 1 is building a shared vision. Step 2 is aligning our business objectives and roadmaps to move the business forward, instead of pulling it in many different directions. Step 3 is communicating that vision with our teams to ensure consistency. These steps are essential to start building momentum, which will eventually translate into a better candidate experience.

We like to find a "coalition of the willing" for new innovations in talent, find a hiring manager who wants to try something new, and run a pilot with them; if it is successful, they can be an evangelist for your team across to the rest of the business. We have seen this as a lightweight way to react to innovations like AI in recruiting, and avoid the error of implementing something fully without testing.