8. [Talent Management And HRM]: Hiring Global talent and Work With Them

 

Image credit:Forbes(https://www.forbes.com/sites/alisoncoleman/2022/07/08/winning-the-war-for-talent-with-recruitment-technology/?sh=5b729a1474db)

 

Implementing and optimizing an effective international talent management strategy is an ongoing process. If your organization is focused on maximizing returns from your global workforce, there are the key factors that form the foundation of a high performing global talent management strategy.

Talent management refers to a set of integrated processes in which to attract, identify, develop, engage, motivate, retain and deploy individuals who are considered particularly valuable to an organization. It is a process aimed at driving performance through integrated people management practices.

This includes recruiting the right personnel to fill critical operational roles to meet existing short-term business needs, as well as developing existing talent within your organization for the long-term success and growth of your business.

It is also about investing the necessary time and expense in effectively managing and incentivizing your people to ensure that they remain loyal and committed to working for you, and consistently aligned to your overall strategic objectives.

International talent management refers to the same set of integrated people processes, from recruitment through to deployment, but on a much larger scale.

When dealing with talent management on an international basis, the process of creating and maintaining a high performing workforce can become even more complex, where several additional factors typically come into play.

These factors can include whether you are working within established or emerging markets overseas, the existing economic climate both at home and abroad, as well as the availability, accessibility and willingness of any home or host based talent to help you meet your international goals and objectives.

Why Global Talent Management is Important?

The role and value of talent management, especially on an international scale, should not be underestimated. The talent that you recruit and retain within your company or organization is one of your most valuable assets. It is these key individuals who will ensure the successful running of your daily overseas operations and be responsible for the growth and success of your business.

Through effective people management processes you can maintain a high-performing mobile workforce, tailored to the needs of your business and closely aligned to your international strategic objectives, both now and for the future.

In this way, you can ensure you have the right people with the required skills, at the right time and in the right place, building a promising talent pipeline and a sustainable competitive advantage in an international context.

How We Interview Talent Employees In Globally?

Online interviewing platforms are becoming more important in these days than ever before. When some companies need to hire new employees and new candidates for their internship their Human Resource management create Job Vacancies include with what they want qualities and experiences. Then they publish that job vacancy on newspaper and online. for an example for online is Topjobs.lk in Sri Lanka, Observer jobs, Career first, Dreamjobs.lk ... etc.Then candidates can select their company and their positions with qualifications and then they can send their Curriculum Vitae (CV) for that selected company. Company human resource management section members check this all CV and select some limit of candidates with their qualifications and finally company give date to candidate to face their interview physically or online. After selected employees in globally they can share their valuable ideas and planes with company and can start to do projects.

Normally what they (interview panel) ask from Candidates in an Interview? 

1. Tell me a little about yourself

2. Why do you want this job? 

3. What is your biggest accomplishment to date? 

4. What motivates you?Why do you want to leave your job?  

5. Where else have you applied? 

6. Do you have any questions?

This questions are look like very simple, but candidates must answer clear-headed. Interview panel always check candidates knowledge level, skills and disciplines. 

Is it easy to hire employees online ? 

If you’re struggling to attract the best candidates or provide them with a positive hiring experience, conducting video interviews could be a key difference-maker to your success as a hiring team.

What are Virtual Interviews?

Virtual interviews, also known as video conferencing interviews, are face-to-face interviews conducted online instead of in person. There are lots of advantages to virtual interviews, including convenience, a faster hiring process, and lower costs. We discuss these and more, below.

Advantages of Virtual Interviews

Virtual interviews are now so popular that many businesses choose to make new hires without any in-person meetings at all. Here are some of the main reasons why organizations prefer video interviews.

1. Reduces time-to-hire.

2. Greater scheduling flexibility.

3. Fewer delays or cancellations.

4. Easy to include team members in the interview.

5. Allows for a bigger pool of candidates.

6. You can share the interview with other decision-makers.

7. You can use multimedia.

8. Saves on costs.

Disadvantages of Virtual Interviews 

1. You need the right video conferencing platform

You can’t have an efficient, consistent round of virtual interviews if you’re not using the right video conferencing platform. You should be able to set up and start calls without any hassle, and interviewees shouldn’t have any problems joining a call.

If you don’t have the right platform, candidates could have to download an app first, which can cause delays, and you might not be able to share the call recording with other members of your team.

2. Connectivity issues

Interviewees need a reliable internet connection or you could have an interrupted call with lag or frozen images. There’s not much you can do about this as an interviewer and it could mean you have to reschedule.

3. Background noise or distractions

Interviewees sometimes struggle to find a quiet space if they’re attending a virtual interview from home, and this can affect their ability to perform well during your call. Also, it could affect your ability to fully assess the candidate.

4. Candidates miss out on a sense of the company culture

You can’t give candidates a feel for your working environment in the same way as with an in-person interview.

Walking into an office for their interview, a candidate can immediately pick up on stress levels, check out the workplace layout, or observe how the team communicates with each other. For some candidates, this could be enough to convince them this is the best place for them.

5. You could both be missing non-verbal cues

Whether it’s a confident handshake, how they dress, or subtle tells in their body language, there are many kinds of non-verbal cues that can give you insights into a person’s personality. These could hint at their confidence or hesitance, or even suggest how honest they’re being.

Video interviews come very close but they’re not the same as meeting someone in person – and this is as important for interviewees as it is for interviewers.

Online Interviewing Platforms

1. Retorio

2. Recruiter.com Video

3. VidCruiter 

4. Modern Hire 

5.SparkHire 

6. Jobvite 

7. myInterviewi

8. iMocha

9. HireVue

10. Willo 

11. Brazen 

12. RecRight

12.  XOR

13.  Harver

14.  Outmatch

15.  Avature

16 .  Hireflix

Image credit:SourceEssay(https://sourceessay.com/role-and-importance-of-talent-management-in-business-success/)

Talent Management not only necessitates keeping the right person at the right place, but it also defines the dynamism and practicability of the work done. As business systems continually transform their processes, adopting a growth mindset begins with forming a business strategy. This seems more likely to alignment of job suitability with the right person as indicated by Business priorities (Boštjanči et al. 2018).

 Five example famous companies in the world to do successfully their Global Talent Management

1. Microsoft

Perhaps one of the organization best known for their superb talent management is the multinational tech company, Microsoft. While this corporate giant is recognized for its quality products and stellar reputation, when it comes to talent acquisition they believe the bigger the talent pool the better, hiring upwards of 124,000 employees - both internally and externally - each year.

2. Starbucks

Known as everyone’s favorite upscale coffee shop, Starbucks has taken the retail industry by storm, making a role in service all the more desirable with their approach to talent management. At a fundamental level, Starbucks’ big wigs believe that their baristas are key to the success of their organization. To this end, they offer a variety of training programmes to provide employees with the skills they need to communicate effectively with customers while gaining vast product knowledge and coffee expertise to provide great customer service and to keep people coming back.

3. Marriott International

We feel that this international hotel franchise deserves a place on this list because aside from being one of the earliest pioneers of employment branding (and one of the few companies that still maintain a dedicated focus to it), their talent acquisition strategies in relation to diversity recruiting is second to none.While hiring with diversity, inclusion, and equity in mind has only recently become a priority for many businesses, Marriott International has been dedicated to it since 1927.

4. Google

It comes as no surprise that Google (you may have heard of them?) is among the most prestigious companies to work for in the world, making it no wonder that working there is a dream career for many of those in tech, engineering, advertising, and marketing industries (among others).

What’s their secret, however, to recruiting and managing top talent?

Well, to begin with, Google typically puts each potential candidate through a minimum of four interviews - with a mind-boggling ratio of recruiters to employees who excel at candidate assessment, ensuring that successful candidates are dedicated, high performers who are interested in working with the company long term.

5. PepsiCo

Responsible for soft drink and snack favorites such as Doritos, Wotsits, Pepsi MAX, and 7Up, this food and beverage company not only does wonders for our taste buds, but wonders for its employees too.

One of the main reasons employees are initially attracted to PepsiCo is because of the company’s commitment to bringing their products to market while simultaneously doing good for the environment and countless communities.

Examples of SriLankan companies work with Global employees 

1. Spa Ceylon

The essence of the Spa Ceylon brand is to provide luxury Ayurvedha. In so doing, it puts emphasis not only on the products and variants which are carefully chosen but on the presentation itself. Sri Lankan centric meticulous designs adorn all products with colourful packaging in beautifully merchandised stores, being sold at premium prices.
The brand has achieved global presence with more than 70 branded stores and spas situated in Ginza Tokyo, Melbourne, Singapore, Mumbai, Seoul & Ulsan in Korea amongst many other locations in Asia and Europe. 

2. t-Lounge by Dilmah

t-Lounge which is a relatively new concept from Dilmah – the pioneer exporter of branded Ceylon Tea, offers a comprehensive and authentic experience which is made specially relevant to the global millennial generation who are leading the renaissance of tea.
t-Lounge by Dilmah is found in Dubai, Kuwait, China, Indonesia, Philippines amongst other.

3. countrieMinistry of Crab

Ministry of Crab embodies all the quirkiness of a Sri Lankan brand, which makes it highly unique. Revolving around Sri Lankan crabs, the brand essence is written and detailed in the “constitution” available in the menu, making for interesting reading for the diner. The restaurants which can be found in Maldives, Shanghai, Mumbai, Bangkok and Manila are adorned by the signature table décor the familiar Heliconia flowers. This eclectic mix serves a superb Sri Lankan experience to the global food enthusiast.

4. Colombo 7

Gin Distilled by Rockland, Colombo 7 Gin is a meticulously designed brand like a detailed Sri Lankan work of art. The formulation is based on an 80 year old recipe which was created when trade channels were blocked during the second world war. At that time, Sri Lankan grown cinnamon, ginger and curry leaf which were harvested from the cinnamon gardens in Colombo, were added to the core ingredients to create Colombo 7 Gin, which can now be found in restaurants and pubs in London.

5. Cinnamon Hotels and Resorts

Following a major brand repositioning of Cinnamon in the early part of this decade, a strategic decision was taken to drop the Chayaa brand and adopt a mono branded strategy for John Keells Hotels, which proved to be a tremendous success. 

The re positioned Cinnamon brand delivers inspired living through modern, iconic, vibrant spaces bringing the best of contemporary Sri Lankan culture, entertainment and hospitality to their guests.

 If you want to check more details about Online interview platforms please follow this link:

https://www.linkedin.com/pulse/17-online-interviewing-platforms-use-2022-lucy-walters 

 

Conclusion:

Thus on the basis of information, It is concluded Talent Management not only necessitates keeping the right person at the right place, but it also defines the dynamism and practicability of the work done. In this competitive market place, as business systems continually transform their processes, adopting a growth mindset begins with  investment in the talent acquisition processes that manually foster a stagnant work culture where employee focusing on creating value and meeting organizational objectives. In a nutshell a Talent management is used to increase the effectiveness of leadership and accelerating goals

In this blog article I explained How hire Global Talent Management for our company work teams. explained about Talent management and International talent management. Why Global Talent Management important and how we interview Global workers and how we work with them. And what are the companies use Global workers worlwide and Sri Lanaka.

References:

Lucy Walters. (2022) 17 Online Interviewing Platforms To Use in 2022. Linkedin [Online]. Available at https://www.linkedin.com/pulse/17-online-interviewing-platforms-use-2022-lucy-walters . Accessed on 14th April 2022.

Roy Maurer. (2015) Interview Tips for Hiring Foreign National Workers. SHRM [Online]. Available at https://www.shrm.org/resourcesandtools/hr-topics/talent-acquisition/pages/interview-foreign-national-workers.aspx . Available at 27th April 2015. 

Alison Coleman. (no date) Winning The War for Talent with Recruitment Technology. Forbes [Online]. Available at https://www.forbes.com/sites/alisoncoleman/2022/07/08/winning-the-war-for-talent-with-recruitment-technology/?sh=5b729a1474db . Accessed on 08th July 2022.

Brain. (2022) TALENT-RISK FACTORS AND FIXING THEM | BRANDOM HALL. brianheger HR [Online]. Available at https://www.brianheger.com/twenty-talent-risk-factors-and-how-to-fix-them-brandon-hall-group/ . Accessed on 10th May 2022. 

Anushree Singh. (no date) The Top 10 risk around Talent Management hunting most Business Leaders in India. BUSINESS INSIDER INDIA [Online]. Available at https://www.businessinsider.in/top-10-risks-haunting-most-business-leaders-in-india/articleshow/53735672.cms . Accessed on 17th August 2016.

Ritu Mahrotra. () Path to Effective Global Talent Management. IndCareer [Online]. Available at https://www.indcareer.com/article/path-effective-global-talent-management . Accessed on 06th November 2015.