Talent acquisition and talent management are always a high priority for HR teams, regardless of geographical location. However, ensuring it is handled effectively can prove to be a challenge. Our regional Employment Screening Benchmark Reports revealed that each region of the world suffers issues with talent acquisition and talent management, but those challenges vary across the globe.
We’ve compared results from the United States, EMEA, and APAC to see what different challenges global teams face, and what they can do to tackle them.
Compared with EMEA and APAC, the United States are significantly less likely to have challenges with improving efficiency (28%) , creating an employment brand (22%), creating a positive culture (19%), and using technology to attract talent (17%). These are all positive signs for HR teams in the US, and with the use of technology in recruitment only expected to grow, having a good grasp of effective use now will prove to be a valuable asset in future.
However, and potentially a very serious concern, US teams when compared to those in EMEA are significantly more likely to experience challenges with finding qualified job candidates (66%).
Tackling the problem:
Finding the right people is vital to ensure a swift, successful recruiting process. Consider where you are advertising the role – is that where potential candidates are looking? Or are there places you’re missing out? Or perhaps it’s the job descriptions themselves that are the issue. Be sure to outline specifically the type of employee you want and what the job entails – and don’t be afraid to include perks and bonuses that come with the job, such as the great team they’ll be working with, or the casual dress code. See more tips on our recent blog on attracting and keeping talent.
When it comes to talent acquisition and management in EMEA there is only one significant difference compared to other regions, and that is when it comes to candidate experience. 29% said they faced a significant challenges in improving the candidate experience through onboarding. Having a great candidate experience can be the difference between a candidate accepting your offer, or turning you down, and we expect that to continue to be the case in future, as it increasingly becomes a candidates market.
Tackling the problem:
There are some simple things that EMEA HR teams can do to improve the candidate experience through onboarding, particularly the screening phase. In fact, many are addressing their concerns by sending follow up communication to all candidates (62%), producing candidate friendly emails (66%) and introducing mobile friendly apps (30%). Check our blog for tips on improving the candidate experience.
But what can be done in the onboarding phase? Our recent infographic provides 10 useful tips to help new employees feel right at home from day one, including; making day one special by having everything prepared, providing a training schedule, and explaining internal networks and team structures. Download the infographic to get the full set of tips to help improve the candidate experience through onboarding.
When compared to other regions, it appears that APAC face more challenges than any other. HR professionals in the region are significantly more likely to experience challenges with; creating an employment brand that attracts talent (55%), maximising employee engagement (50%), developing leaders (49%), developing effective training programs (35%), creating a positive culture (40%), applying analytics to HR data (27%), and using technology to acquire and manage talent (31%).
Tackling the problem:
With so many issues being faced by HR teams across the region, the true challenge is focusing on what area to improve first. This will be specific to individual needs, determined by the industry and what challenges loom largest.
In a global business, it could be beneficial to see how other regions approach some of these issues to try and gain some quick wins by replicating the work in the APAC region, for example, the use of analytics in HR data could be something that could be implemented across the business.
There are also some potential solutions that can help tackle more than one challenge. For example, improving the culture will in turn help to enhance the recruitment brand and attract talent. Culture is a complex thing, but one of the best ways to begin improvement is to speak to current employees. What do they see as the current culture of the business? What do they think it should be? Do they have any ideas for improvement? By starting with current employees, companies can get a good sense of what needs to be done to enhance the culture.
As this blog has indicated, there are some significant differences between regions, but there are similarities, namely – everywhere has challenges with talent acquisition and management, but there are ways to tackle them all.