4 Tips for Building a Global Talent Brand

Remote work opens new candidate pools for employers worldwide since they no longer have to hire locally. However, businesses can’t rely on their existing talent brand to hire in other countries. They need to do more to attract talent globally. And with today’s hyper-competitive landscape, building a global talent brand is increasingly important.

Building a global talent brand places responsibility on the HR team to create a vibrant culture that embodies the organization’s values and shares them with candidates. Here are four ways to attract and hire a diverse talent pool for a truly global business.

1. Identify Your Company’s Values and Prioritize Diversity

For starters, strategically position your brand to build a positive reputation. Ensure that your values are employee-centric, diverse, and inclusive. Prioritize cultural and ethnic diversity, especially as you look to hire global talent. A diverse workforce can help the business achieve its key objectives better as workers worldwide collaborate on ideas and projects.

It is essential to break all cultural barriers to build a positive global talent brand and hire across borders. Here are a few ideas:

• Try developing cross-cultural communication training programs where employees are encouraged to learn foreign languages to break the barriers between local and overseas workers.
• Educate leaders on diversity and provide cultural appreciation and variances for cultural holidays and events.
• Highlight the importance of understanding cultural differences and expectations and their impact on customer outreach in different locations.

2. Develop a Strong Employee Value Proposition

An employee value proposition is a set of benefits employers promise to their employees in return for their hard work, dedication, and commitment. The rewards can include monetary benefits, career support, or development. Tailoring these incentives to employees based on their location is a good starting point for companies to create an attractive global talent brand.

For example, according to a McKinsey report, Tata Motors has a strong Employee Value Proposition, such as promising development opportunities in China and unique, exciting jobs in the U.S.

3. Build a Community to Attract and Nurture Talent

Having a robust community at your workplace appeals to new talent and brings increased engagement and commitment. But it goes beyond creating a strong culture. To start, collaborate with managers and employees to determine what communities would be of interest. Then give them the tools to run with it.

HR teams can step in to foster communities further by introducing online networks like Yammer or Slack, hosting online and offline events, or encouraging engagement through social media posts.

4. Adapt to Remote Work Models

Companies need to integrate work-from-home policies into their work policy structure and implement the infrastructure to support them to build a truly global talent brand.

These work policies should encourage communication and collaboration to avoid isolation, proactively identify burnout, and ensure alignment on company objectives. They should also provide parameters around work, like when video conferencing is and isn’t necessary. Your infrastructure should go beyond necessary access to a laptop – think communication platforms and systems to recognize employees.

In Conclusion

Companies that aim to remain relevant and seek consistent growth are making diverse talent hiring a top business priority. However, HR professionals need to create a global talent brand to effectively extend their search for talent across borders.

Want to learn more about hiring a diverse global talent pool? Find out how Cangrade’s technology can help you leverage the power of AI to ensure bias-free hiring.