Que faites-vous si vous avez du mal à trouver des joueurs d’équipe dans l’acquisition de talents à l’échelle mondiale ?

If struggling to find team players in global talent acquisition, start by refining job descriptions to emphasize teamwork. Incorporate behavioral interviews and assessment tools to evaluate candidates' collaboration skills. Ensure candidates fit the company culture and values. Encourage employee referrals and attend networking events to broaden the candidate pool. Invest in training programs to develop teamwork skills among existing employees. Consider partnering with recruitment agencies for access to a wider talent pool. Through these strategies, you can improve the likelihood of finding individuals who excel at working collaboratively, fostering a positive and productive team dynamic within your organization.

Develop a compelling brand image that showcases your company’s vision, mission, and values. Highlight diversity within your workforce and emphasize why people would want to work for your organization. Demonstrate professionalism during the recruitment process. Leverage social media platforms not only for customer engagement but also to attract new talent. A well-crafted recruitment strategy not only attracts talent but also contributes to a positive organizational culture and long-term success.

It's more than just a challenge - it's an opportunity to lead by example. As leaders, we have a responsibility not only to our organisation but also to our network to cultivate a culture of collaboration and accountability. Do the little things right, emphasise teamwork in JDs, Incorporate behavioral interviews, assessment tools, employee referrals, networking events, even Invest in training programs to develop teamwork skills among existing employees, because leaders make more leaders. Remember, as leaders, it's not just about finding team players, it's about creating them. By leading with integrity and prioritising collaboration, we not only strengthen our team but also inspire others to do the same by example.

Strategic Workforce Planning: Make a detailed plan that fits with the goals of your business. Learn about how global markets work and try to guess what kind of talent will be needed in different areas. Learn About Local Job Markets: Learn all about the specifics of each area where you are hiring. There are differences in cultural nuances, talent pools, and labour laws in each area, so make sure your approach is appropriate. Put together a strong employee value proposition (EVP): Make it clear to potential employees what your company has to offer. Bring out the good things, chances to grow, and unique things about working for your company. Use multiple methods to contact candidates to improve your outreach. (Meta, LinkedIn)

Ensure your hiring process emphasizes teamwork. Craft job postings that highlight collaborative environments, and incorporate assessments to evaluate candidates' teamwork skills. Conduct team-based interviews and assess cultural fit to ensure alignment with your team's values. Offer team-building opportunities and provide ongoing support and recognition for teamwork.

Refocus recruitment efforts on identifying candidates with strong collaboration skills, utilize behavioral assessments during the hiring process, foster a culture of teamwork within the organization, and provide team-building training for existing staff.

If struggling to find team players in global talent acquisition, prioritize behavioral assessments during the hiring process, emphasize teamwork in job descriptions, and cultivate a collaborative company culture to attract and retain team-oriented candidates.

What is it that you are looking for? Where are you willing to train, and what do they need to bring to the table, thinking about your team culture. Sometimes we go by the book and I believe it's safe to "think out of the box" be creative, be flexible, let them ask you questions, listen more and speak less, this is where we can see if our future TM did his homework, is up to date with what we are offering, how is he differentiating from other candidates? What type of questions are they asking? ( basic or thoughtful?)

Identifying team members who can thrive in a diverse work culture and navigate cross-cultural environments is crucial. List down key qualities, values, work styles, and attitudes that align with organization's culture and team dynamics. Assess candidates based on these criteria and emphasize their importance during the recruitment process. Explain why these skills are vital and how it would contribute to the success in carrying out day-to-day activities effectively.

If you're struggling to find team players in global Talent Acquisition, consider these steps: 1. Job Descriptions: Ensure job descriptions highlight the importance of teamwork and collaboration. 2. Behavioral Interviewing: Incorporate questions that assess candidates' teamwork skills and past experiences collaborating with diverse teams. 3. Assessment Tools: Use assessment tools designed to evaluate teamwork and collaboration skills.

Utilize behavioral questions to gauge team player skills during interviews. Inquire about past experiences collaborating with others, resolving conflicts, and supporting peers. Assess adaptability to diverse team contexts, ensuring alignment with your organization's collaborative values.

Yes, apart from behavioral questions try doing a role play of a specific situation, competency questions, power skill questions, listen to how they respond, check out their creativity, their flexibility, their integrity, when we obtain answers focused or oriented towards this, talks big about our future team members. Remember hard skills gets you the interviews, but Power Skills get you the job, so stay in the look out for these.

Verify team player skills by checking references from previous employers or co-workers. References offer insights into candidates' performance, interactions, and handling of team challenges. Evaluate competencies like communication and conflict management through specific examples provided by references.

I have always found referencing an invaluable tool in a verifying potential hires suitability in joining a team. previous employers, manages and co-workers have always been willing to give an honest opinion. The question of whether they would be happy working with or hiring that person again is always a good indicator.

Sometimes companies do not provide references as such.. so what should you do? Ask this instead and pay attention at how and what they respond.. If I were to ask a former team member how was it working with you, what would they respond? ( Observe the body language, what they respond, how they respond it (happy, worried, etc), and overall his reaction to this question), then change it as if you were to ask his best friend about himself, or what would they say about him on specific situations.. this is another way of getting references from himself (or feedback) in a more straightforward way. And the answers can even let you know what or where should you be able to train or develop.

Conduct team assessments to evaluate team player skills thoroughly. Candidates engage in simulated or real team scenarios, revealing their communication, cooperation, coordination, and adaptability. Assess their contributions, responsiveness to feedback, and interactions with team members to gauge their suitability.

I have rarely seen team based assessments whilst hiring for talent acquistion roles. Building an assessment that focuses on their ability to work with teams rather than focussing on their individual skillset will greatly help one understand the candidates ability to work with a variety of stakeholders, focus on the bigger department goals rather than individual goals

Showcase your team culture to attract team players. Share stories, testimonials, and achievements on platforms like your website and social media. Highlight your values and invite candidates to join team events. This attracts candidates who align with your vision and values, fostering a strong team environment.

This is something great! When you talk about the current environment, candidates seem to get interested, specially if their internal motivators are towards growing, learning, developing, etc. Sharing some quick hits of what will they be expecting is super awesome. Also the space for them to ask questions, and share what has been done and some success stories of current team members.. if a TM can be invited to share the story him/herself even better! :)

1. Offer Employee Referral Programs: Encourage your existing team members to refer qualified candidates. Team referrals often lead to better cultural fit. 2. Provide Opportunities for Growth and Advancement: Show candidates a clear career path within your organization. Team players value growth and development. Remember, building a cohesive global team requires patience, cultural awareness, and a proactive approach. 🌎🌟

Something else to consider... is keep it human please! With all the AI and innovation going on the personal touch is what will never be replaced with anything! And if we have this in mind, we will always be an option for qualified high talent.

I am going to be a bit of a fact checker on this...There is always ALWAYS talent available !, Just do the work that comes with it...in assessing Talent, Knowledge and Experience HELP talent but you are leveraging Knowledge and Experience to acquire the talent (person) itself. Secondly Do the work!, don't rely on the AI generated work description and then rely on the AI generated report of the 100's if not 1000's of AI generated submissions...the whole Talent acquisition market has been exploding in 'size' yet many Talent acquisition managers are losing positions (due to AI)…you can't complain about not having talent if you don't do the work...there is no AI engine that can measure empathy, growth and personality matches only Humans can!

It’s important to instill a culture of teamwork which can be done through team based OKRs or performance goals that involve working with team members heavily.