Question

Explain the concept of “global talent acquisition.” How does it differ from domestic talent acquisition? What is the “War for Talent” and what are some of the strategies that companies have used to compete for talent in the global labor market? What are some of the key factors that should be considered in creating a global staffing plan? Specifically, how are competency models used in creating global staffing plans and what are some examples of basic competencies for a global HR professional. Discuss the four approaches to global staffing. What are some advantages and disadvantages of each approach? Finally, how is the staffing pattern likely to change over time in the foreign subsidiary of a multinational enterprise?

Answer 1

1)

Global talent acquisition is a strategic initiative to attract and retain international pool of talent. It is helpful for organizations to get the requisite set of skill set which otherwise is not available in domestic talent acquisition. In order to go for Global talent acquisition, it is important for companies to know the necessary skills they are looking for in an employee. The value proposal needs to be attracted enough to pull the people and retain in the organization. Also, it is important to contact international talent acquisition firm to get right set of candidates.

Global Talent Acquisition	Domestic Talent Acquisition
It involves hiring of people from different countries	It involves hiring of people from domestic country only
It helps to get much wider skill set candidates	The skill set of applicants is limited in comparison to Global candidates
It is more time consuming as it involves processing of documents, approval from government authority, VISA etc.	It can be done quickly as it doesn't involves much of processing of documents
It is more complex in hiring and onboarding due to difference in culture, language etc.	It is easier as there are limited issue of language or culture
The cost of hiring is high	The cost of hiring is low