How can your global talent acquisition strategy be more inclusive?

1 Define your inclusion goals

Before you start recruiting, you need to have a clear vision of what inclusion means for your organization and how it aligns with your business objectives. What are the benefits of having a diverse and inclusive workforce? How do you measure and monitor your progress? What are the potential barriers and gaps that you need to address? Having a well-defined inclusion strategy will help you communicate your values, expectations, and opportunities to your candidates and employees.

2 Expand your talent pool

One of the most common mistakes in global talent acquisition is to rely on the same sources, channels, and networks that you have always used. This can result in a narrow and homogeneous talent pool that does not reflect the diversity of your customers, markets, and stakeholders. To avoid this, you need to diversify your sourcing methods and reach out to new and untapped talent communities. For example, you can partner with local organizations, universities, and associations that support underrepresented groups, use social media and online platforms to showcase your employer brand and culture, and leverage referrals and recommendations from your existing employees.

3 Adapt your hiring process

Another key aspect of inclusive global talent acquisition is to ensure that your hiring process is fair, consistent, and respectful of the differences and preferences of your candidates. This means that you need to review and update your job descriptions, screening criteria, assessment tools, and interview techniques to eliminate any bias or discrimination that might affect your decisions. For example, you can use inclusive language and highlight the skills and competencies that are relevant for the role, use standardized and objective tests and simulations to evaluate candidates' abilities, and train your hiring managers and interviewers on how to conduct inclusive and culturally sensitive interviews.

4 Support your new hires

Finally, you need to remember that inclusive global talent acquisition does not end with the offer letter. You also need to provide your new hires with the support and resources they need to succeed and thrive in your organization. This includes offering them a comprehensive and personalized onboarding program, assigning them a mentor or buddy who can guide them and answer their questions, providing them with regular feedback and recognition, and creating opportunities for them to connect and collaborate with their peers and leaders. By doing this, you will not only increase your retention and engagement rates, but also foster a culture of inclusion and belonging in your organization.

5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?