What do you expect from a global talent acquisition specialist?

Global Talent Acquisition specialist should be aware and mindful of cultural differences and nuances; have the ability to manage or tackle these whiles being able to effectively communicate and eliminate biases which may arise. Global TA specialist must also spend some time in researching about local cultures; barriers in communication, local history, social norms, and any developments that might impact recruiting efforts to successfully identify and attract the best candidates. What works in one place may not work in another and hence one needs to be adaptable and tailor their recruitment strategies to each region or culture which would help in attracting the best candidates and contribute to building a diverse and inclusive workplace.

Expertise in diverse sourcing channels: Utilizing online platforms, professional networks, recruitment agencies, and other methods to source candidates globally. Understanding of different labor markets: Staying updated on cultural nuances, visa regulations, and employment trends in different countries. Building strong candidate pipelines: Excellent communication skills: Clearly articulating job requirements, company culture, and employer value proposition to diverse audiences. Cross-cultural sensitivity: Adapting communication style and approach to different cultural backgrounds and expectations. Building strong relationships: Collaborating effectively with hiring managers, HR teams, and candidates across different locations.

Global Talent Acquisition Specialist should not only be aware of different cultures, values and perspectives they should also be familiar with local labor law, social differences and local regulations, and should advice and educate their global hiring teams accordingly.

Global TA should be open to learning about new cultural differences and the best approach for different people. You need to understand how to treat others as equally as you can, without your bias, that will might pop up, that is why awareness is important open mind.

A Global Talent Acquisition Specialist is expected to excel in sourcing and acquiring top talent across diverse regions while staying compliant with international labor laws and demonstrating cultural sensitivity.

The specialists must possess an in depth understanding of the business they are working for. They must be aware of the average Organizational capability levels, which will be a key input in ensuring that they source candidates of higher quality & potential. They must know in detail the key aspects of the business - BUs that are doing well, BUs that are not doing so well & what the gaps are. They must have an in-depth understanding of the internal alignment of every role, the KPIs that they contribute towards and how they can make it better by sourcing the right talent They should be aware of talent models that help them gauge the gaps, hire the righ culturally fit talent as well as measure effectiveness of the same.

A global TA specialist should be like a consultant/ advisor to the business, especially in the age of technology and AI making deeper in roads into the hiring function. To be consultant one has to have a deep understanding of the business/ industry and the likely trend to be able to support business growth through right mix of talent. As a global leader this understanding of business will be crucial to address global as well as geo specific challenges while being mindful of the organisation direction and priorities.

A great TA Specialist help solves business problems through talent solutions. The others help fill the business requisitions.

Think about what it is to be business partner. In global hiring it means not only understanding what the business objetives are, but rather how to help the business achieve them in collaboration with several departments as Operations, Finance and HR. That along with stakeholder management crates more of a 360 role, where you participate from the very beginning of the cycle to the end of it.

The recruitment function has evolved tremendously over the years and the true meaning of "Talent Acquisition" bring a whole lot more influence to the business. TA is no longer expected to be just the "middleman" of interviewing and coordination, we are expected to wear the hats of a market expert, talent advisor, business partners and cultural champion. Not only will these insights influence the hiring decision, they also shape the organisation's future via the cultural add of this candidate.

In the fast-paced world of TA, if you're not leveraging the latest tech, you're falling behind! It's more than just knowing the tools and platforms; it's about optimising workflows and elevating the candidate experience. Whether using AI for screening, data analytics for insights, or social media for reach, being tech-savvy isn't optional anymore; it's a requirement. Securing world-class talent becomes almost impossible if you're not keeping up with the newest tech trends.

In our interconnected world, global technology savviness is no longer a mere asset, but a fundamental requirement. It empowers you to transcend borders, collaborate across cultures, and unlock innovative solutions on a global stage. By mastering the digital landscape and appreciating diverse perspectives, you can become a valuable asset in the international workforce and propel your career towards limitless possibilities.

1000% true. Every other function outside of HR is beholden to data-driven KPIs and required to make decisions from data. The talent specialist role should be no exception and needs to be the person to drive the change within HR and Talent. The role is primed to do so since they have the knowledge of the function and the access to the data.

Yes, but I think each and every TA specialist should be tech-savvy and interested to learn new technologies, and use different platforms and social media. Using tools helps you to build a candidate pipeline.

Being tech-savvy is more critical in a global role as masting tech helps you master and use data for effective sorry telling and selling that helps overcome the advantage of inflicting in your own country or culture where you have other local practical tools such culture support building more robust relationship building.

2 perspectives of relationship building: A great TA Specialist first asks what business challenges I need to solve in my organization. The others start with how many & what positions that needs to be filled.

Relationship building is a vital skill for professionals in various fields, including talent acquisition. It involves cultivating and nurturing connections with individuals, both internally and externally, to foster collaboration, trust, and mutual benefit; it is the foundation of successful talent acquisition. It enhances collaboration, candidate experience, and access to talent sources, ultimately contributing to achieving the organization's hiring goals.

I see a great example is that when I’m recruiting roles that are not in where I am at ( outside of China ), the candidates find very surprising by my calls. After I explain that how I found them via local job boards, most of them are open to talk about new job opportunities even if this is a call from abroad. And interestingly, I build up stronger relationship with people who are acquired globally actually, because they trust recruiters won’t call them randomly. Therefore, I’m very confident about global acquisition.

Trust and credibility are critical to the success of a global TA specialist. From my personal experience, many of my left-field candidate recommendations would result in placement without having a tight relationship with my stakeholders.

Relationship building is the corner stone to any recruitment or talent acquisition specialist. We're not here to fill roles. We're here to add value and make the company stronger, more effective and efficient through each hire. This can only be achieved by building a strong, open, honest and trustful relationship with candidates, hiring managers, clients, colleagues and external partners.

The essence of a specialist lies in their commitment to continuous learning, and this isn't just about embracing new trends and technologies. It's a holistic approach that combines proactive skill development with reflective self-assessment and so much resilience. Sometimes, I feel that everyone is concerned with being on top of all the new trends, but they forget the importance of the basics, Recruitment 101. Lastly, I'd say that it is essential not only to learn about your own field but also to be interested enough to learn about your hiring managers. For instance, if you are a Tech Recruiter, I do expect you to know the basics around web development and be able to conduct an interview that is not only about soft skills.

I think a good TA specialist should be extremely curious, and have the same desire for new knowledge as much as they want to bring the best talents on board. As companies move towards digitalisation and lean operations, there may be more never-heard-of roles that were created and forces both business and the TA function to think out of the box for hiring- the job lies in the TA specialists to be self-motivated and resourceful for knowledge gaining. This also expands into several intertwined attributes such as being openminded, seeking feedbacks and learning from trial an errors which are also important characteristics of a good TA 🤩

The biggest barrier to this will be the role itself can be all encompassing so much so the person will have no time for development. It is critical to carve out time and focus on progress and development. Helpful to spin it as productive for the company since advancement by this individual will benefit the company in the long run.

Continuous learning is a hallmark of a successful global talent acquisition specialist. This involves proactive efforts to develop and update skills, knowledge, and experiences within the field. Seeking feedback, learning from mistakes, and embracing new challenges are essential components. Accessing diverse resources and staying informed about the latest trends ensures that specialists remain agile in responding to evolving talent dynamics, contributing to the long-term success of talent acquisition strategies.

Getting it right - is a very understated positive effect on Talent Acquisition. The cost of a bad hire in a company is massive and only continues to grow. Making sure that you have the right TA that is a trusted advisor and partner is essential to minimising the risk of these bad hiring decisions.

In my experience talent acquisition is a strategic function within HR. Any business is run by people, hence talent acquisition plays a vital role in the organization growth and scalability. When business grow and scale, it need people from diverse groups. Global talent acquisition specialist must have - Clear understanding of different countries visa processes and requirements - Possess good network to leverage and shorten the hiring process - Understanding about global mobility processes if you are transferring employees from one country to another - Understanding about labor, regulatory, compliance from each of the countries that you are working with

Talent Search, Attraction, Acquisition, Retention are the basic pillars that are the foundation to any successful business Businesses are made of people rest follows! Proud to be part of the TA community since 1999 and servicing needs of several industries by securing exceptional niche talent. Takes a lot to be a great recruiter though people often think it's easy to do recruitment.

A worldwide talent acquisition expert should possess ample understanding regarding the regulations concerning the right-to-work, taxation, including dual taxation, and labour legislation requirements in every jurisdiction they operate within.

Key focus of this role needs to be analytics. This role has the business knowledge, relationships, and tool access to really drive business decisions with data. The focus needs to be on what business outcome or key function do we want to impact with data and go and build the analysis to tell the story.