Quelles sont les meilleures stratégies pour recruter et retenir les talents sur un marché mondial?

Your employer brand should clearly communicate your values, culture, benefits, vision, mission, and goals. A strong employer brand attracts talent aligned with your vision and motivated by your benefits. Example: Infosys – Infosys, a global leader in consulting and IT services, has a strong employer brand emphasizing innovation, diversity, and career growth. They conduct extensive research to understand the needs and preferences of their target markets, creating consistent and compelling messages across multiple channels, including social media, career sites, and job boards. Infosys also measures their employer brand performance through feedback from candidates and employees, ensuring continuous improvement.

A good employer branding strategy helps you attract and not chase talent or clients. If the branding strategy is done right, you elevate the brand and its value overnight. Having worked in an organisation that has been in existence for over a century, I understand the true meaning of a brand promise and how brands are bigger than just their work. Brands represent everything they do for the ecosystem, the people they touch - is your employer brand conveying the holistic brand value? Now that's a question you need to repeatedly ask yourselves.

In the global competition for talent, your company's reputation is key. What your company stands for, its culture, and values matter more than ever to job seekers. A strong employer brand that reflects your company's real values and culture attracts people who not only want a job but also want to be part of something they believe in. To attract the best people, make sure your brand message is clear and honest, and that it shows how you value your employees. This approach will draw in the right people who are looking for a place where they can align their personal goals and values with their work.

Personally I think it needs to go beyond Employer Branding. Proper HR-Marketing strategies need to be evaluated targeting audience across different job groups, time zones, cultural backgrounds, job markets etc.

I always use this narrative with my teams: “If you spend your time chasing butterflies, they'll fly away. But if you spend your time making a beautiful garden, the butterflies will come. Don't chase, attract” Important too - try tonight craft consistent and engaging messages that highlight your company's values and strengths. Utilize diverse channels like social media, career sites, and events to reach a broader talent pool. Regularly monitor and measure your employer brand performance, gathering feedback from candidates and employees. This data-driven approach allows you to refine your strategy, ensuring your brand resonates effectively with potential and current team members, aligning them with your company's vision and values.

2 key factors which I believe strengthens any market for recruiting and retaining talent. 1)Employee Recognition by implementing recognition programs to acknowledge achievements and celebrating cultural and personal milestones to show appreciation. 2)Regular Feedback and Communication by establishing clear communication channels and also by conducting regular performance reviews and provide constructive feedback.

1. Cultivate a diverse, inclusive workplace culture valuing cultural differences. 2. Use targeted recruitment to attract talent from diverse regions. 3. Provide growth opportunities through training and international assignments. 4. Offer flexible work arrangements for employees in different time zones. 5. Foster engagement through open communication and recognition. 6. Provide competitive compensation aligned with global standards.

Small Businesses If you are a small company, you must steal employees away with growth, family feeling, and more freedom for creativity. Large Businesses If you are a large company, you must catch them early in their education or career for mentoring and development. Have a clause in their contract that if they come up with a great idea to leave the company, consider investing in them. Keeping the brain in the building is better than competing against it. I will not say anything else because I want you to know I mean every word.

Salaries are now a top priority amongst employees over culture so ensuring your compensation and benefits are competitive are key.

Your recruitment process should be flexible and responsive to different talent segments and markets. Utilize various sourcing methods and tools to attract qualified candidates globally, such as online databases, networks, agencies, and partnerships. Example: Unilever – Unilever adapts its recruitment process to meet the needs of different regions by using local job boards, recruitment agencies, and partnerships with universities. They also employ technology for online interviews, assessments, and onboarding. Unilever provides clear communication and feedback to candidates, ensuring a positive candidate experience.

In a global market, attracting top talent means mastering the art of tailored recruitment. Skip a one-size-fits-all approach. Look at diverse sourcing techniques, leveraging everything from online platforms to local agencies, ensuring you're visible where the talent is. Make your hiring process inclusive and equitable, focusing on skills and potential without bias. Technology can assist, facilitating everything from initial interviews to onboarding, making distance irrelevant. But remember, a key difference is often a competitive, locally informed compensation package paired with a global career vision. This strategy not only respects local nuances but showcases your brand as a global player, appealing to the best candidates.

The Cook, Driver, And Personal Project Manager Recruiting internationally differs significantly from a local process, especially when transitioning from a developed nation to an emerging one. Obtaining essential documents such as a birth certificate or transcripts can pose considerable challenges, often causing frustration. This frustration is exacerbated when individuals from your home country claim to be local international, only to be revealed their marginal knowledge is only four days more than yours. The actual value is in a few good people to start, no matter how much money you have. You never realize how vital a cook and driver is until that first week.

Ich vertrete die Ansicht, dass ein flexibler Rekrutierungsprozess, der auf die Vielfalt der Bedürfnisse und Erwartungen verschiedener Talentsegmente und Märkte eingeht, entscheidend ist. Die Nutzung unterschiedlicher Sourcing-Methoden und -Tools ermöglicht es, qualifizierte Kandidaten aus verschiedenen Regionen und Hintergründen zu gewinnen. Eine faire und integrative Bewertung betont die Fähigkeiten und Potenziale der Kandidaten. Klare und zeitnahe Kommunikation während des gesamten Prozesses ist unabdingbar, und Technologie kann bei Online-Interviews, Assessments und Onboarding unterstützen.

Securing the best talent on the market is a demanding job. Many smaller companies do not have an in-house talent acquisition team to source and headhunt people and while larger organisations do, these teams are often times over-worked and end up qualifying applicants more often than actively headhunting candidates. Selecting your next employee from the pool of actively applying candidates means that you are only considering a fraction of the total market and often times not the top talent. Considering a process that involves both would be a first step. This entails allocating budget to recruitment. After all, the biggest resource a company has is its employees.

Learning and development opportunities are crucial for retaining and engaging global talent. They enable employees to grow their skills, align personal goals with organizational objectives, and adapt to changing business needs. Example: Tata Consultancy Services (TCS) – TCS offers extensive learning and development programs, including online courses, workshops, and mentorship opportunities. They encourage collaboration and knowledge-sharing across teams and locations. TCS recognizes and rewards employees for their achievements, fostering a culture of continuous improvement and growth.

Establishing a culture focused on learning and growth is essential for attracting and retaining top talent. By offering opportunities for employees to acquire new skills, you align their personal aspirations with the organization's objectives, fostering a sense of unity and purpose. This keeps employees adaptable in a dynamic world and promotes collaboration across various departments, enhancing overall organizational cohesion. Equally important is acknowledging employees' efforts and successes. In an era where high-performing individuals seek continuous advancement, providing avenues for their development is not just beneficial—it's non-negotiable.

We should tailor learning and development programs to individual employee needs. For instance, offer a mix of online courses, workshops, and mentorship programs, allowing employees to choose based on their preferences and career aspirations. This approach ensures that the learning experience is relevant and engaging for each individual. Try to implement a robust system to acknowledge and reward employees for their learning achievements. Recognizing and celebrating accomplishments not only motivates individuals but also communicates the organization's commitment to growth and development.

You Are The Few, And They Are The Many He!! No, don't do this until much later. It would be best to surround yourself with people who understand the culture, traditions, and little knucks and crannies of the people. You are the few, and they are the many. Before delving into that, it's crucial to surround yourself with individuals who comprehend the intricacies of the culture. In a scenario where you are the few amidst the many, learning and development play pivotal roles in retaining and engaging global talent. This initiative allows employees to enhance their skills and knowledge and aligns their personal aspirations with organizational goals. This bleeds into the adaptation of business needs, markets, and environments.

Ich bin überzeugt, dass kontinuierliche Lern- und Entwicklungsprogramme für Mitarbeiter essenziell sind, um globale Talente zu halten und zu binden. Diese Programme ermöglichen es den Mitarbeitern, ihre Fähigkeiten zu erweitern und persönliche Ziele mit den Unternehmenszielen abzustimmen. Die Anpassung an sich ändernde Geschäftsanforderungen wird erleichtert, und die Förderung von team-, funktions- und standortübergreifender Zusammenarbeit trägt zu einem dynamischen Arbeitsumfeld bei. Darüber hinaus bietet Lernen und Entwicklung die Möglichkeit, Mitarbeiter für ihre Leistungen zu würdigen und Erfolge sowie Meilensteine gemeinsam zu feiern.

At the end of the day Humans are Humans in any part of the globe , they have their own aspirations have their own set of needs and wants . Id like to share my favourite quote here “people forget what you said , people forget what you did but people never forget how you made them feel.”So whether it’s attracting talent ,making them an offer, training them to be successful or making sure they are highly engaged,the key essence will be how you made them feel ! If you made them feel great they will reciprocate and strive harder to reach the shared vision and purpose .

Purpose-led organisations tend to do very well, align energies to the goal easily and most importantly, they are ones that attract Millennials and Gen Zs. Want to stay current and attract young talent? Then you have to spell out the purpose clearly. It's like a bunch of people manifesting the same thing everyday. Telling each other and people around that this is what we are working towards. Strong manifestations always materialize. If your employer brand cannot convey its core purpose, you attract the wrong talent - talent that comes in to do a job. When you articulate the purpose, you attract passionate individuals who align.

Cultivating a sense of belonging and purpose is vital for employee satisfaction and loyalty in global companies. You create a welcoming environment by valuing diversity, promoting open communication, and encouraging collaboration. Involvement in decision-making, along with seeking their ideas and feedback, will show employees their key role in the company's mission and success. It also helps to align actions with core values and a commitment to ethical practices and sustainability further solidifies this approach. This strategy attracts top talent worldwide keeping their commitment and loyalty while developing more unified and motivated teams.

When In Rome… The expression "When in Rome, do as the Romans do" The saying essentially advises adapting to the customs and behaviors of the place you are in, emphasizing the importance of cultural sensitivity and assimilation when in a different environment.

I've been fortunate to work for a company that did this very well. It starts with the company's mission and values. How many multinational companies mission or value statements are clear enough that any employee from the lowest to the CEO could make decisions on their own from this? It is so empowering when lower tier employees don't hesitate to make some decisions in their areas of responsibility because they know the standards of the company. The fear-factor is gone because if they err in their decision, they can stand behind those values or that mission statement in justifying the decision. Employees that don't do this waste a lot of management's time asking for them to sign off on every single decision.

I always say, “Culture means they doing it with right or wrong without you telling them to do it.” Dr. Raymond Youngblood, Jr.

Estas estrategias están en línea con la necesidad de crear un gran lugar para trabajar para apoyar la atraccion y retencion. Visión, misión, valores y objetivos claros permiten alinear el sentido de propósito que hoy por hoy es uno de los factores más influyentes para la retención. En mi experiencia mantenerse en benchmark regionales y globales nos ha permitido estar en los top ten.