Weighing in on: Global Talent
The term "global" has inundated our workforce language and become a hot button topic for small, medium, and large organizations. Our world is reaching a pivotal point of interconnectedness. Six degrees of separation is now trending towards four degrees as technology becomes more accessible. With this trend, organizations are looking to capitalize in global markets, however many organizations are simultaneously facing a global talent crisis. The need for strong global leaders is rising while the talent pool is seemingly shrinking. Many of our colleagues, clients, and strategic partners find themselves scrambling to recruit, retain, and sustain global talent that not only produces results, but also cohesively blends a domestic and international brand. We decided to ask one of our recent HRoundtable speakers, who happens to be a global business CEO, how "global talent" translates in her organization. We also weighed in on how S. Benjamins & Co. thinks about global talent.
Recruiting Global Talent
"Mobile, social and cloud is transforming the way we recruit, educate and train talent across the globe. Our HRoundtables of over 40 top level HR leaders meets every quarter and I learn what keeps them up at night. Many seem overwhelmed with the 24/7 demands of managing talent around the globe. They agree that leadership talent is scarce and getting people to move is tougher than ever. Young professionals want to manage their career in ways that do not always align with the corporate plan to move them overseas. HR leaders are examining ways to develop local talent that doesn't rely on expats. It continues to be a challenge that requires HR leaders in each market to collaborate with GM’s to better plan for higher probabilities of sustained success. We see more technology available today to help leaders do this. I just learned of a software that can predict team success based on individual assessments across culture, function and geography. This looks at predictive measures of team performance tied to business outcomes. HR and business leaders can use tools like this to look ahead and predict their needs. While we might look for easy ways to accelerate manager readiness in growth markets, it comes down to knowing your team, your individual leaders and what needs to get done really well.
- Sherry Benjamins President, CEO, S. Benjamins & Co.
Global Talent for a Mid-Size Global Organization "As a consulting firm with 40 people spread over 5 continents, global talent means having people with the right capabilities in the right locations to serve our
clients who have high expectations for expertise and solutions that work. Our clients are large companies spread around the world and “global” means having delivery capability within 3 hours of any work destination – be it Sakhalin, Seoul or San Francisco. We think in terms of our clients’ footprint – not markets.
“Talent” is our core asset and my top priority as CEO is ensuring that people with the talent needed to deliver today and grow for tomorrow want to be part of our team, love what they do, and contribute over time to our growth as a firm. Because we lack the resources of a large consulting firm, we try to manage our company like a talent incubator – taking every chance we can to grow capability at a low or no cost. To do this, we treat each client engagement as a learning experience that can further develop our capabilities. We also tightly connect our business strategy to individual development priorities through strategic learning projects led by our consultants – we can’t afford to do otherwise."
- Alison Romney Eyring, PhD Founder and CEO, Organisation Solutions
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Zenith- Director of Human Resources St. Joseph Heritage Healthcare – Vice President, Administrator High Desert Brinderson- Vice President of Human Resources Dignity Health Medical Foundation – Executive Director, Bay Area Santa Monica Seafood- Director of Human Resources Jet Propulsion Laboratories - Instructional Technology Specialist
-----------------------------------------New Services!------------------------------------------- S. Benjamins is all about talent. We find talent, help employers find great talent, bring talent together, and now we help talent define themselves. Our new advising service helps you create the message as well as specific actions that will differentiate you from other industry professionals and set you up so that companies find you and people remember you.
Our focus on how you communicate your distinctiveness, where to invest energy in social platforms and our perspective on how companies select talent, will help you build your plan for connecting to the right people. Understanding all of these elements will result in the greatest Return on Relationship. For more information on our new service, contact Corey Protzman at corey@sbcompany.net