The domestic and global talent supplies are dwindling (Kapoor, 2011), and competition for talent is on the rise. Thus, corporations must build organizational capabilities for successful global expansion strategy execution (Silzer & Dowell, 2010). This researcher believes that the following talent management initiatives would support a global expansion strategy: 1) develop high performers and build global talent leadership bench strength; 2) develop a global database of talent profiles; and 3) equip potential expatriates with tools to increase their chances of global success.
This writer believes to be successful in global recruiting several things must be in play however, cultural diversity is very important. Knowing your audience, how their culture influences them, their behavior, customs, beliefs and habits is a first step. “The ability to implement best practices in a way that is acceptable in local situations and create alignment across different cultural and business environments is, in part, the domain of HRM” (Friedman, 2007, p. 164). Recruiting globally, in this writers view, a person needs cross-cultural development and training to deliver the appropriate message on behalf of, and during the recruitment process.
With this knowledge and competency in hand, another strategy would be through direct communication with a local consulting agency to assist with the process. This writer believes a local person is more in tune with their culture then the recruiter would be in terms of identifying an individual.
Having established a strong brand and showcasing your organization through a website is another strategic tool in the global recruitment process. Using professional social media (LinkedIn) as a recruitment tool, local media and newspapers is another strategy. Building a network with educational establishments and using international talent pools are also strategies that might be used when recruiting global talent.
Talent Management Initiatives
Developing and building the global talent
Post 911 the US economy suffered a downward spiral. American companies historically, had the luxury of recruiting talent in places like India and China because of the low cost of the labor market. However, China and India have changed from low to high skilled business market which is the results of these countries graduating large numbers of technicians (Gordon, 2010). According to Gordon (2010) and Kapoor (2011) 10 to 20% of those that graduate meet international prerequisites however, don’t meet the high quality standard of educational accreditation. The above mentioned countries, also have a need for talent, these countries have incorporated strategies to recruit and attract high performers (talent) back to their homeland to fill the talent gaps.
The shortage of talent supply are a reality both domestically and abroad (Kapoor, 2011), and everyone is competing for talent. It is essential for companies to incorporate organizational...