Here's how you can integrate feedback into your problem-solving process in global talent acquisition.

• Pre-hire Feedback: Collect insights from candidates about their application and interview experiences. • Onboarding Feedback: Obtain feedback from new hires about their onboarding experience and initial impressions. • Ongoing Feedback: Continuously gather feedback from employees about the effectiveness of training programs, cultural integration, and career development opportunities.

Gather feedback from various stakeholders involved in the talent acquisition process, including hiring managers, candidates, team members, and executives. Each perspective can provide valuable insights and identify areas for improvement.

• Categorize Feedback: Organize feedback into categories such as recruitment process, candidate experience, onboarding, training, and cultural integration. • Identify Patterns: Look for recurring themes and patterns in the feedback to identify common issues and areas for improvement. • Root Cause Analysis: Conduct root cause analysis to understand the underlying reasons for the identified issues.

Organize and analyze the feedback received. Identify common themes or issues that need to be addressed. Prioritize the feedback based on its impact and relevance to your talent acquisition goals.

Use the feedback as input when developing strategies or solutions for identified problems or challenges. Consider how the feedback can inform your decision-making process and influence the design and implementation of new approaches.

Absolutely! To keep improving how we find and hire talent worldwide, we must listen to feedback and try new strategies. Start small, learn from what works, and encourage our teams to experiment. This helps us be more creative and adapt quickly to changes in the job market.

• Prioritize Actions: Determine which issues are most critical and prioritize actions based on their impact on the talent acquisition process. • Develop Action Plans: Create detailed action plans to address the identified issues. Assign responsibilities and set timelines for implementation. • Communicate Changes: Clearly communicate the changes and improvements to all stakeholders, including hiring managers, recruiters, and candidates.

• Track Progress: Monitor the implementation of action plans and track the progress of improvements. • Follow-Up Feedback: After implementing changes, gather follow-up feedback to assess the effectiveness of the solutions. • Adjust and Iterate: Based on follow-up feedback, make necessary adjustments and continue to iterate on the process for ongoing improvement.

• Encourage Openness: Foster a culture of openness and transparency where feedback is valued and encouraged. • Recognize Contributions: Acknowledge and recognize the contributions of employees who provide valuable feedback. • Leadership Support: Ensure leadership support for a feedback-driven approach to reinforce its importance within the organization.

Making a culture of feedback is the only way to integrate feedback to any system . A 360 Positive constructive feedback is something that should be integrated from step one . Which is while the requirements are discovered . To the last day of joinings . Each step should include a feedback system.