Here's how you can articulate your experience with global talent acquisition strategies in interviews.

Take a global approach and do research in advance since every country has its own unique method of hiring. Interview questions that are legal in one country, may be unlawful in another country. Candidates may ask for requests that sound unusual to you but are actually the norm in their country. Try to be responsive as much as you can, as candidates may reach out with important questions at random times - you want to ensure that the candidate has a great experience even if you are thousands of miles apart. Remember to have a curious mind and ask questions that can help you better understand similarities and differences from country to country, and apply your experience and knowledge to be more effective for future recruitment strategies.

Having hired talent in 6 countries, it's extremely important to work with someone locally to understand the cultural norms in talent acquisition, as well as gain local insights into local compensation and benefits. While some hiring strategies and tactics are universal globally, you don't want to find out too late that you are misaligned on key details. Simple things like the concept of base salary, standard benefits, etc. can vary widely. Another important thing to understand in the Global market is how companies treat notice periods. While in the US, our standard notice period may be 2 weeks, in India and Europe, notice periods can be 1-2 months or longer, which is critical to understand to ensure you develop a strategy to match.

Adaptar as estratégias referente mediante a cultura da empresa x a cultura regional diversificada, não é um desafio fácil, pois consiste em uma geração nova que apresenta uma comunicação e diversidade muito diferente. E para realizarmo um papel significativo dentro das regiões e atender nossas expectativas tivemos um desafio gigante que foi quebrar nossas próprias barreiras. Entender a necessidade da empresa x a necessidade do candidato. E assumir um compromisso realizando uma prática efetiva, em esquecer da inclusão social.

A estratégia de implementar novos recursos sob as complexidades de mercado, foram realizadas inicialmente com o mapeamento de regiões, atento a cultura e as diversidades do local. Realizamos um piloto onde promovemos oportunidade para diversas regiões de alguns perfis, acompanhamos as adaptações e também preparamos o ambiente a fim de que se sentissem em casa. E ao final de 03 meses percebemos que eram muito produtivos, não apresentaram absenteísmo e mantiveram o comprometimento com a empresa e principalmente a motivação, pela oportunidade adquirida. Abrindo então mais portas para novas contratações e integrando essa mistura de diversidade e inclusão para a empresa.

Como não são todos países que possuem CLT, a empresa tem que se atentar em prover todos os direitos do trabalhador com todos os direitos. E por se desafiador devido as possíveis diferença de regência e leis de outros países, a empresa ao realizar um contrato com um funcionário residente internacionalmente, deve cumprir com todos os requisitos de contratação e seguindo as regras brasileiras e além disso a mesma deve contratar uma agencia especialidade em contratos internacionais, para ter êxito e conformidade com a CLT brasileira.

With the prevalence of remote working and home video conferencing technology like Zoom and Teams, communicating with candidates globally has become nearly as easy as it is with candidates in your home country. That being said, you do need to be conscious of timezones and communication barriers when communicating with candidates across the world. Don't just assume that someone will work to your local hours - understand the overlap of your local working hours with theirs and do your best to flex and not just assume they will match yours. Video on a good day has the inevitable talking over someone. Couple that with English being someone's second language, it's critical that you speak slowly and clearly and repeat something if needed.

When discussing your experience with global talent acquisition strategies in interviews, emphasize the importance of data-driven decision-making. Highlight how you utilize data to identify talent pools, track recruitment metrics, and optimize hiring processes across different regions. Share specific examples of how data has informed your strategies, such as using analytics to pinpoint high-performing sourcing channels or to measure the success of diversity initiatives. By showcasing your ability to leverage data, you demonstrate a strategic approach that is both efficient and effective, crucial for managing global talent acquisition in today’s competitive market.