You're leading a global talent acquisition strategy. What key indicators should you focus on for success?

Managing a worldwide talent acquisition plan means paying attention to important factors such as how long it takes to hire someone, the quality of the hires, and the cost of each hire to make sure everything is efficient and financially responsible. It's also important to improve the experience for candidates, make the most of where you find new hires, and make sure that the people you hire stick around. Encouraging diversity, keeping the people who do the hiring happy, using current employees to find new ones, and making sure there are always good potential hires are all really important.

I had the privilege of leading two major remote outsourcing companies through significant growth phases, successfully increasing their workforce to thousands. Here are some noteworthy observations: 1. The Future of Work is here. Quality Talent is EVERYWHERE. 2. Everybody Lies. The biggest challenge for recruiters is to pair adequate quality with adequate culture. 3. Cultural differences are good, they fuel growth under the right framework. I cannot stress enough the importance of a bullet-proof standard operations playbook for any global HR organization.

If you manage TA, consider evaluating the technology you use in your recruitment process. Ensure it can provide❗️INSTANT Funnel Statistics❗️for you to evaluate and improve the candidate experience: 💹 General Stats: Views % Applications % Qualified Applications to Hires per Pipeline Time to assess Time to hire Cost/View or Click Cost/Applicant Cost/Hire Sourcing: % Views/Click to Applicants per pipeline Cost/Applicant Elapsed Time from Hiring Manager Request to reaching a critical mass in Candidate Pipeline. Recruiting: % Applicants to Candidate Interviews per pipeline % Applicants to Qualified Applicants % Time to complete all assessments/candidate % Drop Rate Cost/Qualified Applicant KPIs+right ATS+ People Playbook = Success

It's important to give great experiences to your candidates even when they are not suitable for this current roles. It represents our reputation and branding while our EVP attracts top talents that align with our organization

It's important for companies to prioritize the candidate experience throughout the entire hiring process. Providing clear communication and respectful engagement at every stage, from sourcing and activation to the interview process, offer process, and onboarding, is crucial. Candidates should be kept informed about their progress in the process, whether they are moving forward or not. Remember, candidates are not only potential talent but also reflect your employer brand to the external world. How they are treated can impact your employer of choice brand.

In today's world, if a company is serious about its growth, there should be no excuse for poor candidate experience. There are so so many enchanting tools out there to create the most wonderful candidate experience regardless of how long and stressful the entire process might be. Foremost, it's a communication + technology failure. Communication breakdowns between any succeeding step in the cycle of Hiring Managers -> Sourcing -> Recruiting -> Staffing -> Retention Rate Feedback are reflected in the candidate experience. If the HMs are not decisive, Sourcing is ambiguous -> too many candidates that need a response. If the evaluation process is poorly explained and 6h long across 7 business days, I'd be angry too.

I agree that diversity is essential for a robust global talent acquisition strategy. Setting and monitoring diversity goals is a good starting point, but the real aim should be to develop a system that fosters diversity across all areas, not just hitting specific targets. This means tracking demographic data of applicants and hires and ensuring diversity is woven into all aspects of company operations and culture. By focusing on a holistic approach, we can fully embrace diverse perspectives, driving innovation and enriching our company culture. Diversity should be continuously nurtured and valued for sustained growth and success.

I could say it a Retention Rates rather than any point because its mean the employer happy or at least match with Talent Quality. Employee is fine about Candidate Experiences which is from those we could agree that Hiring Efficiency are good enough and Goals also achieved.