“For starters, how do you select people applying the same hiring process and standards globally? Would an assessment that works in one country be effective in another country? Would applicants with different cultural background be receptive to the chosen assessment methodologies?” Ms. Kung asked.
She recommends organizations consider the following factors when choosing an organization to launch a global talent program:
Global awareness. The partner should understand your core business values but also the intricacies from region to region. “When you encounter resistance from local entities, they will step up and help you gain buy-in effectively or provide alternative solutions tailored to your global needs,” Ms. Kung wrote.
Global knowledge. A global hiring partner should know how its solutions work across the globe, and also have understanding of laws that may be applicable in various countries. Effective leaders may require different skill sets in the United States compared to China, for instance, and the partner should also understand those subtle differences.
Desire to learn. Partners should ask a lot of questions and demonstrate innovation in their assessment methodology and technology. “They also need to have a desire to learn about your business so they can help you stay competitive globally,” Ms. Kung wrote.
Ability to adapt. Successful partners will be flexible and nimble in how they deploy their technology, whether through paper and pencil for some countries or online media for others. “Let’s face it, your business needs will change depending on the region. If they don’t have the ability to adapt, you will just end up with an ineffective solution,” Ms. Kung wrote.
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