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Competitive global talent management
Global talent management
Competitive global talent management refers to the strategic approach organisations adopt to attract, develop and retain top talent in a global business environment.
It involves the implementation of effective practices and principles to ensure that your company can secure and leverage the best talent from around the world.
Here are some key principles of competitive global talent management:
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Talent acquisition: Organisations must have a robust talent acquisition strategy to identify and attract highly skilled individuals globally. This includes developing a strong employer brand, utilising effective sourcing channels, leveraging technology for talent search and implementing a comprehensive selection process
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Diversity and inclusion: Embracing diversity and inclusion is crucial for competitive talent management. Companies should foster an inclusive work environment that values individuals from diverse backgrounds, experiences and perspectives. This not only enhances innovation and creativity but also helps attract talent from different regions
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Global mobility: To compete globally, your organisation should have a structured global mobility programme that enables the movement of talent across borders. This includes international assignments, transfers and relocation opportunities. Such programmes facilitate knowledge sharing, cross cultural understanding and career development for employees
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Talent development: Providing continuous learning and development opportunities is essential to nurture and retain top talent. Your organisation should invest in training programs, leadership development initiatives, mentorship and coaching to enhance employees' skills, competencies and career growth
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Performance management: Establishing a robust performance management system helps identify high potential employees and align individual goals with organisational objectives. It involves setting clear performance expectations, providing regular feedback and recognising and rewarding exceptional performance. This encourages top talent to stay and contribute to the company's success
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Succession planning: Competitive global talent management requires organisations to have a strong succession planning process in place. This involves identifying and developing future leaders to fill critical roles and ensuring a smooth transition when key employees leave or retire. Succession planning minimises disruptions and ensures continuity of talent within the organisation
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Employee engagement: Engaged employees are more likely to perform at their best and stay with the organisation. To promote engagement, companies should foster a positive work culture, encourage open communication, recognise achievements and provide opportunities for employees to contribute their ideas and opinions
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Employer Value Proposition (EVP): An EVP represents the unique value and benefits employees receive by working for a particular organisation. To attract and retain top talent, your organisation must develop a compelling EVP that highlights the: Company's culture, values, career opportunities, work life balance and rewards and recognition programmes
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Global talent analytics: Leveraging data and analytics is crucial for effective talent management. By collecting and analysing talent related metrics, organisations can gain insights into talent acquisition, development and retention strategies. This data driven approach helps make informed decisions and optimise talent management processes
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Continuous adaptation: Global talent management is a dynamic process that requires continuous adaptation to changing market conditions, emerging trends and technological advancements. Your organisation should stay agile, monitor industry developments and adjust your talent management strategies to remain competitive in the global talent landscape
By embracing these principles your organisation can develop a competitive edge in attracting and retaining top talent from around the world, driving innovation and achieving sustainable growth in the global marketplace.
Now that we have the overview of the topic of global talent management, it's easier to focus on the ideal employee profile for a global industry or market.
Ideal employee profile
The ideal employee profile can vary depending on the specific job and industry, but here are some general characteristics that many employers value in their employees:
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Reliability: Employers want employees who show up to work on time and consistently meet deadlines
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Adaptability: The ability to adjust to changes in the workplace or job duties is crucial in today's fast paced and ever changing work environment
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Positive attitude: Employers want employees who have a positive outlook and can maintain a constructive and solution oriented attitude, even in difficult situations
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Strong work ethic: Employers value employees who are diligent, hardworking and committed to achieving high quality results
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Team player: Being able to collaborate effectively with others and contribute to a positive and productive work environment is important
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Communication skills: Good communication skills, including the ability to listen actively, convey information clearly and concisely and ask appropriate questions, are essential for success in many jobs
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Problem solving skills: The ability to analyse complex situations, identify potential solutions and implement effective problem solving strategies is highly valued by employers
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Continuous learning: Employers appreciate employees who are committed to ongoing learning and development and who seek out opportunities to improve their skills and knowledge
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Accountability: Employees who take ownership of their work and are willing to take responsibility for their mistakes and shortcomings are highly valued by employers
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Integrity: Employers value employees who are honest, ethical and trustworthy, and who demonstrate these qualities in their work and interactions with others
Differentiate your brand
To differentiate your brand from other brands, you can consider the following strategies:
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Define your unique selling proposition (USP): Determine what sets your brand apart from others and highlight this in your branding, messaging and marketing. Your USP could be anything like your talent programme or your sustainability practices (ESG)
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Create a distinct visual identity: Develop a strong visual brand that resonates with your target audience. This includes your logo, colour scheme, typography and imagery
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Build a strong brand voice and personality: Develop a consistent brand voice and personality that reflects your company's values, mission and tone. This will help you stand out and create an emotional connection with your applicants. Your tone of voice can be friendly, professional, casual, authoritative or any combination that fits your brand
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Focus on delivering exceptional applicant experiences: Providing a seamless and positive applicant experience can help set your brand apart. This includes everything from your website and mobile app to your social media like Linkedin and support
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Engage with your customers: Building a strong relationship with your applicants can help create brand loyalty and advocacy. Engage with your applicants through social media, email marketing, (online) events and other channels. Hosting or participating in events can be a great way to build brand awareness, connect with your audience and generate leads. Events can be online or in person and can include everything from webinars and virtual conferences to trade shows and product launches
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Competitor analysis: Conducting a competitor analysis involves identifying and evaluating your competitors' strengths, weaknesses, opportunities and threats. This analysis can help you identify areas where you can differentiate your brand and gain a competitive advantage. You can use a variety of tools and methods to conduct a competitor analysis, including SWOT analysis, market research and social media monitoring
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Benefits: When marketing your company as an interesting workplace, it's important to clearly communicate the benefits to your audience. Benefits are the positive outcomes or results that the applicants can expect when working for you.
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Formats: There are many different formats you can use to deliver your marketing message, including social media posts, email marketing, blog posts, videos, webinars, podcasts and more. The format you choose will depend on your target audience, your message and your goals.
You are now almost ready to go. Before you go, get the important insights about how to make: