How to find the best talent from all over the world

The global talent landscape

Kestria has a deep understanding of the global talent landscape, with partner offices in 40+ countries and the ability to conduct in-country and cross-border search assignments. This allows us to help businesses identify the best talent pools to fit their needs. 

Some of the factors that businesses need to consider when assessing the global talent landscape include:

• The skills and experience of the available talent: The skills and experience of the available talent can vary greatly from country to country. In some countries, there may be a strong pool of talent with the specific skills and experience that the business needs. In other countries, there may be a shortage of talent with the required skills. Kestria partners constantly research to assess the availability of talent in different countries.
• The cost of living in different countries: The cost of living can vary greatly from country to country. For example, the cost of living in San Francisco is much higher than the cost of living in Bangalore. Businesses need to factor in the cost of living when making decisions about where to locate their operations.
• The cultural norms and expectations: This includes the values, beliefs, and customs of different countries. For example, in some countries, it is customary to negotiate salaries, while in other countries, it is not.
• The legal and regulatory environment: This includes the laws and regulations governing employment, immigration, and taxation. Businesses need to understand the legal and regulatory environment in the countries where they are hiring talent in order to avoid compliance issues.

Strategies for orchestrating global talent acquisition

There are a variety of strategies that businesses can use to acquire talent from all over the world. 

Some of the most common strategies include:

• Developing a global talent acquisition strategy: This strategy should be aligned with the business's overall goals and objectives. It should also take into account the specific needs of the business, such as the skills and experience they are looking for.
• Being culturally sensitive:  When you're recruiting and hiring people from different cultures, it's important to be culturally sensitive. This means understanding and respecting the different cultural norms and expectations.
• Being flexible and adaptable: The global talent landscape is constantly changing. It's important to be flexible and adaptable so that you can adapt to changes in the market.

Overcoming challenges

There are many challenges that businesses face when trying to acquire talent from all over the world. Some of the most common challenges include:

• Language barriers and communication issues: This can be a major challenge, especially when trying to communicate with candidates who speak different languages.
• Managing time zone differences and virtual collaboration: This can be difficult, especially when trying to coordinate interviews and onboarding processes.
• Adapting to varying labor laws and employment regulations: This can be a complex and time-consuming process.