Hi, can anyone please guide me regarding establishing a Talent Acquisition Department at the global level? Currently, in our organization, we handle the recruitment process at the country level.
Challenges of Moving to a Global Talent Acquisition Model
What would you say are the challenges if the model is changed to a global level? Is anyone working in a similar setup?
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Challenges of Moving to a Global Talent Acquisition Model
What would you say are the challenges if the model is changed to a global level? Is anyone working in a similar setup?
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Dear member, Before giving my views on how to set up a talent acquisition department at the global level, please confirm to us in how many countries your company operates.
Objective of the talent acquisition department
The objective of the talent acquisition department at the global level will be to tap global talent. However, while tapping global talent is fine, will you be able to afford the salaries of Europeans or Americans if they were to work in Asian countries in general and in India in particular?
Company values and talent acquisition
Before creating a department that handles talent acquisition at the global level, your company needs to be clear about its values. Do the managers in general and the top leadership, in particular, live with the company's values in their day-to-day life? At the global level, while selecting people, you should be able to tap the talent that is consistent with these values.
Cultural considerations in global talent acquisition
Lastly, national cultures differ. Therefore, the global talent acquisition department must take into consideration the mindset of candidates from the US, Europe, Asia, Africa, APAC, and so on. Has your company conducted market research to understand the idiosyncrasies of the job markets in various countries?
Scope and levels of recruitment
Creating a talent acquisition department at the global level is fine, but it need not handle all types of recruitment. It has to decide the level above which it will handle its job. Have the levels for the local level and global level been defined?
Recruitment process and effectiveness
Whether at the local level or global level, how sound is your recruitment process? Have the recruitment tests been defined for the various levels? Are the interviewers certified? If yes, then what is the process of certification?
Assessing recruitment effectiveness
How do you assess the effectiveness of the recruitment process? What percentage of hiring was wrong hiring? Has a study been conducted on wrong hiring?
Uniformity in organizational culture
The talent acquisition department at the global level will succeed provided there is uniformity in the culture of the organization. What is the level of uniformity? Has any survey been conducted to measure uniformity?
There are many questions associated with your post. Please clarify your post.
Thanks,
Dinesh Divekar
From India, Bangalore
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8042Objective of the talent acquisition department
The objective of the talent acquisition department at the global level will be to tap global talent. However, while tapping global talent is fine, will you be able to afford the salaries of Europeans or Americans if they were to work in Asian countries in general and in India in particular?
Company values and talent acquisition
Before creating a department that handles talent acquisition at the global level, your company needs to be clear about its values. Do the managers in general and the top leadership, in particular, live with the company's values in their day-to-day life? At the global level, while selecting people, you should be able to tap the talent that is consistent with these values.
Cultural considerations in global talent acquisition
Lastly, national cultures differ. Therefore, the global talent acquisition department must take into consideration the mindset of candidates from the US, Europe, Asia, Africa, APAC, and so on. Has your company conducted market research to understand the idiosyncrasies of the job markets in various countries?
Scope and levels of recruitment
Creating a talent acquisition department at the global level is fine, but it need not handle all types of recruitment. It has to decide the level above which it will handle its job. Have the levels for the local level and global level been defined?
Recruitment process and effectiveness
Whether at the local level or global level, how sound is your recruitment process? Have the recruitment tests been defined for the various levels? Are the interviewers certified? If yes, then what is the process of certification?
Assessing recruitment effectiveness
How do you assess the effectiveness of the recruitment process? What percentage of hiring was wrong hiring? Has a study been conducted on wrong hiring?
Uniformity in organizational culture
The talent acquisition department at the global level will succeed provided there is uniformity in the culture of the organization. What is the level of uniformity? Has any survey been conducted to measure uniformity?
There are many questions associated with your post. Please clarify your post.
Thanks,
Dinesh Divekar
From India, Bangalore
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Hi Dinesh, Appreciate your reply. Our company is present in more than 44 countries. I am based in Europe at the head office and handle most of the recruitments for Europe and North African countries. Similarly, the recruiter based in India handles the requirements for the SAMESA region, while North America and South America have their own recruiters. We have some mandatory requirements when it comes to the following Global ATS steps. However, the recruiters report to their HR Operations head, and I report to the ENA Operations Head. We are now trying to understand if we can continue working like this or if we should make it a global function.
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Dear member, My reply is to your second post. You may create a global recruitment policy that defines the standards of recruitment for the various levels. Secondly, create a global recruitment department. All the recruiters, wherever they work, should have their functional reporting to the global head. The major work of the global recruitment department is to check whether the recruitment standards are adhered to or not. Thirdly, the global recruitment head may research the psychology of candidates from various countries. Lastly, the global recruitment department may conduct research on the effectiveness of recruitment. All the best!
Regards, Dinesh Divekar
From India, Bangalore
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Regards, Dinesh Divekar
From India, Bangalore
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2-RECRUITMENT PROCESS-2.doc
GLOBAL RESOURCING CHALLENGES.zip