How can you exceed client expectations in Global Talent Acquisition?

1. Finding a success in hiring depends on how well TA team has understood requirements well before team invests time to start work on those. 2. In case someone has done this job earlier, taking download from them also helps to understand client's likes and dislikes around hiring process. 3. Noting down accurate information and passing it on to the team is also very crucial for me to team to be on the same page. 4. Regular (Weekly/ Bi-Monthly) connect shall also be arranged with Client to show pro-active progress and for TA team to clear any specific concerns around hiring. This will also help understand if there is any change in client's requirements on regular basis.

In the dynamic landscape of global talent acquisition, mastering client relationship management is essential for success. Recruiters can exceed client expectations by prioritizing open communication, actively listening to client needs, and conducting thorough assessments to align strategies. Building strong, collaborative partnerships based on trust and transparency is key. This approach goes beyond transactions, creating a win-win for recruiters and clients alike.

You need to understand the business and what this role is trying to accomplish. 2 questions you need to ask: 1. Why is this role open? 2. What will happen if you do not fill it ? Understanding the business is key IMO.

Exceeding client expectations in Global Talent Acquisition boils down to personalized strategies, transparent communication, and efficient delivery of top-quality candidates. By understanding unique needs, utilizing advanced tech for efficiency, and fostering positive candidate experiences, trust is built. Continuous improvement, relationship building, and offering value-added services underscore a commitment to consistently surpassing expectations and contributing to long-term success. Ultimately, it's about tailored excellence, anticipating and addressing evolving client needs in talent acquisition.

Understanding how the position to be filled fits in with the whole department or company is vitally important as recruitment is not just about satisfying the technical requirements. Personality and the soft skills are equally vital to ensure harmony.

Data is key. Data should dictate where you put resource, where you concentrate sourcing / recruiting efforts (and people) and it should allow recruiting to identify and weed out unconscious (and sometimes [unfortunately] conscious biases) at the very start. The goal of sourcing / recruiting should link back to the businesses goals, with a focus on hiring efficiently, as quickly as needed and with an acute awareness of diversity, equity and inclusion; none of which can be done without data. Using a real world example: if an expensive, resource intensive industry event will not find the right people or hit a diverse crowd, don't waste time with it. If data capture has historically been poor. Start these efforts - in a compliant way.

Effectively navigating the complexities of global talent acquisition demands skillful strategies for identifying top talent globally. Recruiters enhance their success by utilizing advanced tools, reaching into diverse talent pools across regions. Beyond mere identification, successful global talent sourcing involves creating engaging outreach messages and building meaningful connections with candidates. Cultural sensitivity is pivotal in this process, ensuring a nuanced approach that resonates with candidates from various backgrounds and enhances overall engagement. In essence, a comprehensive approach to global talent sourcing encompasses strategic identification, thoughtful communication, and cultural awareness.

Sourcing and engaging global talents are crucial in today's market, here is my approach. 1-Understand your business (scope, financial situation, core values, main business language, nature of work and compensation). 2-Determine the geographic locations you're allowed to source from. 3-Pick the platforms you're going to use for sourcing (LinkedIn, GitHub, Stack Overflow, etc..) 4-Develop a good employer brand by having fair policies, work-life balance and sharing testimonials) 5- Make it easy for applicants to find/apply for jobs, having a Career Page and easy application filling process (avoid duplications) 6- Participate in the global/regional job fairs 7-Train your recruiters and hiring manager to have a smooth interview process.

With AI and technology today, there's no need for your talent acquisition team to have one TA per country because you need someone that can evaluate candidates in tagalog, mandarin, etc.. We need to invest into how we can understand people better and in a native manner. Here's an example: Client is a Head of Talent Acquisition for APAC. Her team members are one from Singapore, india and indonesia. However, they are scaling across apac and there was a need to recruit within Vietnam and HongKong. Candidates in Vietnam and HK took assessments in their native language and enjoyed the gamified and self-discovery experience. Client got genuine and accurate information on each candidate (org/role fit) and hired accordingly.

One thing I found really helpful was to diverse Candidate Pools: Source and present a diverse pool of qualified candidates, reflecting inclusivity and diversity goals.

In the global recruitment landscape, achieving mastery in candidate assessment is fundamental to achieving success. The foundation of effective candidate evaluation lies in employing diverse methods such as interviews, skills testing, and cultural fit assessments. Tailoring these assessment techniques to specific regions and industries ensures a customized and effective approach. Technology plays a crucial role in optimizing assessment processes, providing both efficiency and objectivity. The integration of innovative assessment tools further enhances the overall robustness and comprehensiveness of candidate evaluations on a global scale.

From my experience, many companies struggle here because managerial training often lacks focus on interviewing and supervision. This is an area of opportunity to bring immense value. HIRE FOR CHARACTER | TRAIN FOR SKILL A great starting point is the STAR Method: Situation | Task | Action | Results. Use this method as the foundation for crafting interview questions. The other essential components should revolve around: -Understanding Motivations & Purpose -Outlining Unique Group Needs -Distinguishing between Essential Skills & Trainable Ones -Identifying at least 4 Key Character Traits Lastly, incorporating a diverse interview team provides varied perspectives, aiding in making the right decisions.

A important point is also to give Consultative Approach: Act as a strategic partner, offering consultancy on talent market trends and strategies for long-term hiring success.

Selecting candidates is a meticulous process involving defining criteria, thorough application review, structured interviews, assessments, and reference checks. Prioritize diversity considerations, involve the team for varied perspectives, communicate clearly with candidates, and provide constructive feedback. This comprehensive approach ensures fair and effective candidate selection, aligning individuals with the organization's values and fostering a successful team dynamic.

In my experience, exceeding clients' expectations in this topic has to do with proactivity and agility: attracting and engaging candidates before the clients need them, and responding quickly to global, regional, and local market changes. Understanding the organization's purpose, culture, and the hiring manager's leadership style and needs, is vital. Working on the company's employer brand, ensuring diversity, and becoming a true business partner by sharing insights and real data so that global leaders can make the best decision and get to hire not only the candidate who matches the requirements but also the one who has more potential to grow in the company. Stakeholder management and effective communication are also key skills.

Prioritizing the optimization of the recruitment process is crucial for efficiency and excellence. Successful management entails strategic planning to minimize time-to-fill and elevate the overall candidate experience. Utilizing technology and automation is indispensable for streamlining tasks and ensuring a smooth hiring journey. Continuous monitoring and adjustment of processes based on performance metrics are integral for ongoing enhancements, while fostering open communication and collaboration among global hiring teams is essential for achieving synergy and efficiency.

Establish clear job requirements, streamline the application process, and use applicant tracking systems for efficiency. Communicate transparently with candidates, maintain a responsive and respectful approach, and provide timely feedback.

Effectively manage and optimize the hiring process by establishing clear criteria, streamlining communication, and leveraging technology. Ensure diversity and inclusion at every stage. Regularly evaluate and refine the process based on feedback and performance metrics. This adaptive approach enhances efficiency, attracts top talent, and aligns the hiring process with evolving organizational needs, fostering sustained success.

Offer your client a Streamlined Process: Optimize recruitment workflows to minimize time-to-hire and maximize efficiency without compromising quality. That’s a very important part!

Optimising hiring process is a critical step in the overall selection process. It resonates critical variables to be considered to manage the hiring life cycle - need to focus on brand strategy, use of social media, recruitment automation, effective employee referral program & finally improving interview process

Talent Retention is one of the top priorities for many organisations to stay competitive in these uncertain times. Employee Retention is always about executing what’s tailored to the organisation’s goal roadmap on a long term. Employee value proposition comes on top of the agenda when we discuss or debate factors attributing to employee retention. Other critical factors like growth, career mobility, rewards & recognition, learning opportunities to up-skill resonates with retention initiatives which according to me will be a stepping stone for success

Give Value-Added Services: Offer additional support like candidate onboarding guidance or market intelligence beyond traditional hiring services. That’s for free but help to keep a good relationship between you and your client!

Supporting and retaining global talent involves creating a welcoming onboarding experience, offering cultural integration support, and providing ongoing professional development opportunities. Foster open communication, address challenges promptly, and implement flexible work arrangements to accommodate diverse needs. Encourage a sense of belonging through team-building activities and ensure that performance is recognized and rewarded globally. Regular check-ins and feedback sessions contribute to a positive work environment, enhancing retention of global talent.

Supporting and retaining global talent involves creating an inclusive and positive work environment. Ensuring cultural sensitivity, flexible work arrangements, focusing on professional development, clear communication, recognition and rewards, global mobility support, feedback mechanism etc, by prioritizing these pointers, we can create an environment where global talent feels valued, supported and motivated to stay with the organization for the long term.

To exceed client expectations in global talent acquisition, one has to focus on creating a positive candidate experience, leveraging diverse recruitment channels that is seamlessly aligned, offering competitive benefits, and providing opportunities for professional development. Building a strong employer brand and fostering a supportive workplace culture can also will definitely wow top-tier clients. Regularly evaluating and enhancing the recruitment processes to stay agile and responsive to changing market dynamics will do the magic.

Understand their needs, maintain clear communication, leverage technology for efficiency, conduct thorough candidate assessments, and stay updated on industry trends to provide innovative solutions.

One thing that helps improve the client's expectation is to engage them with passive talents who can be a great value add, irrespective of immediate need.

It may sound as cheeky 😊 but always under promise and over deliver! This will not raise client’s expectations too much and they can get the ‘delightful’ experience for the over delivery!

Meeting and exceeding client expectations is not an easy task. It is an ongoing process to offer superior client experience and keeping the brand loyal. Thus, the process requires you to fill in the shoes of your clients and provide an unparalleled service. With right follow ups we need to ensure that our clients feel that we care for them. When all these steps fall in place, you’ll become much more successful in building a company your clients love.

Know and understand their business. Our leaders have a vision and goal for their department. When we understand the general business and how they work and succeed within, you will become a partner.