How can Global Talent Acquisition professionals demonstrate their skills to employers?

First, demonstrate your commercial knowledge of the business and sector you are in and then talk talent acquisition. Staring the conversation on a non-TA topic quickly builds credibility and shows you can link TA to the businesses direction and strategy. Suddenly, you are relevant.

Be able to share your metrics at any time, not just time to fill but the volume you are handling and key projects that you are involved in. It is important to show the business impact through metrics but also remember to tie in the value to culture; have testimonials from hires who have continued to grow with the company or have referred employees to the company – this is critical to building a culture of talent.

One of the things I have used quite successfully is demonstrated knowledge of cross-cultural understanding. I used to work for a globally operating airlines and did tons of international recruitment campaigns. On every campaign, I made it a point to write a journal about cultural attributes of candidates and people in general. For e.g. sense of punctuality is understood differently in different parts of the world. 2. Not only demonstrate but believe in: diversity = strength diversity = innovation and diversity = teamwork 3. Demonstrate that you have set up systems to standardize communication globally. Teams can have localized practices and systems but they should be well aligned in the overall big picture for GTA.

There are multiple avenues through which Global Talent Acquisition professionals can showcase their skills and expertise to prospective employers: 1)Providing Quantifiable Results 2)Focusing on Diversity and Inclusion Initiatives 3)Demonstrating Technological Proficiency 4)Highlighting Cross-Cultural Competency 5)Showcasing Effective Communication Abilities 6)Displaying Expertise in Compliance and Legal Matters 7)Leveraging Industry-Specific Knowledge 8)Building Professional Networks and Relationships 9)Emphasizing a Commitment to Continuous Learning 10)Highlighting Problem-Solving Skills and Adaptability 11)Sharing Testimonials and References 12)Noting Relevant Certifications and Educational Background 13)Creating a Comprehensive Portfolio

Talent Acquisition is more than recruiting, it's actually a challenging role where you conduct sales. You are at the frontline of a company and as a TA one gets a helicopter view of the company and how it works that can help to transition in other areas.

As a Talent Acquisition professional, skills like relationship building, excellent communication, and listening are vital for us to be able to execute our role efficiently. It's one of the ways to demonstrate our skills. Besides that, we need to have good collaboration with internal teams and external candidates to understand the various requirements and find the best talent for the open positions across service lines. We need to look at ourselves and ask how we can boost our efficiency and deliver higher outcomes.

One thing I have found is that its easy to concentrate on key metrics that reduce cost, but its the quality of hire and the real value these hires have on the organisation that's of particular importance, especially if organisations are in growth mode.

Start by outlining the core business goals which control them. Achievements are unique to an org but when discussing these achievements without this context you need to be aware that these may not be the same and maybe a detractor for the new co.

Working within the GTA team, I gained valuable experience. Understanding the dynamics of Demand and Supply is as straightforward as it gets. First and foremost, individuals should focus on honing their skills for the GTA position. Next, they should seek out a brand that emphasizes Diversity, Equity, and Inclusion (DEI) initiatives and hires talent from diverse backgrounds. After securing a position, it's crucial to showcase skills and accomplishments through a well-crafted profile. During one's tenure, quantifying achievements is the most effective way to demonstrate talent to employers.

Take the time to discuss reading material, and work you have done to collaborate across borders. There is a great book called The Culture Map that's worth a read on this subject and will help you unpack your global mindset.

Cannot agree more! One thing GTA professionals can learn from their Compensation counterparts is effective benchmarking and being able to use data. This helps establish our functional expertise and show 'not every once can be a GTA professional'. its a great way to showcase expertise and then get buyin as we engage more

Don't be left behind, stay up to date and keep yourself moving. Staying static annoyingly will leave you out of the loop. This is tough to do, when you get busy, asking for support and staying close to groups that work in other locations will help you keep you skills up to date.

Strong Online Presence: Maintain a professional LinkedIn profile that highlights your skills, experiences, and achievements in the field of talent acquisition. Networking: Actively network with professionals in the talent acquisition community Results-Oriented Approach: Highlight your achievements and quantifiable results in your previous roles. Use metrics :) Strong Communication Skills: Effective communication is crucial in talent acquisition. And the last one 'Show how resilient you are' :)

Audience is a great way to grow your reputation and LinkedIn is a wonderful place to do this. Write about your experiences and share, engage with others and share your knowledge this will go a long way.

ah man, no. 1 don't waste your time learning about something that will distract you long term. This will help with explaining your story and commitment to your GTA.

Talent acquisition isn't just an entry-level role; it's a career path where passion and dedication lead to expertise. Some of us, driven by our commitment, have grown within this field. For others seeking transitions into Sales, Operations, or HR, the skills we acquire are invaluable. Recruiters become embedded in the business, they carry a strong understanding of the company. With experience, they become valuable business partners. Since TA is often under HR leadership, many opportunities to network and partake in cross-collaborative projects arises. Talent acquisition is a dynamic platform for career growth and transformation.

Use Data Use metrics and data to prove your worth. Show how you used analytics to improve the hiring process, reduce cost per hire, or increase the retention rate. Cultural Fit Show that you understand the company's culture and can recruit people who will thrive in it. Technology Savvy Showcase your experience with various recruiting software and platforms, and how you've integrated technology into your recruiting strategy to improve efficiency and results. Certifications If you have any certifications related to recruiting or human resources, such as the SHRM Certified Professional or the AIRS Certified Recruiter designation, be sure to mention them.

One way to have a GTA mindset is to be a specialist with a generalist mindset. Specialist in identifying the talent sources in a specific geolocation and a generalist in being flexible to follow the local hiring best practices (e.g. be aware of legal questions in that country).