Darren Timmins

When setting diversity and inclusion goals in talent acquisition, it's all about making them real and actionable. From my experience, you need to start by aligning these goals with the broader business objectives, ensuring they're not just buzzwords but tied into the company's growth and success. Get specific, whether it’s aiming for a certain percentage of diverse hires or ensuring all leadership positions have diverse candidates in the mix. But don’t just set the goals, embed them into your daily practices. Make sure every team member understands these objectives, so they’re not just HR’s responsibility but everyone’s priority.

From what I've seen, getting tech right is all about balance. You need systems that work globally but can flex locally. It's not about slapping one solution across the board. Your ATS and HR systems should let you tweak things, whether it's different compliance needs or cultural quirks. And don’t underestimate the power of a good chat between your global and local teams; keeping everyone in the loop is key. The right tech should streamline the heavy lifting but still allow for those local touches that make all the difference.

From experience, the key to a smooth international move is focusing on cultural integration and building connections. I’ve found that offering cultural training goes a long way in helping people adjust to their new surroundings. Pairing them with a local mentor who knows the ropes can make a huge difference too, someone who can show them the ins and outs of the workplace and help them build a network. It’s about making sure they feel at home quickly so they can hit the ground running.

Balancing global and local HR needs is all about keeping things in sync without stepping on toes. One thing I've found works well is making sure there's constant back-and-forth between global and local teams. Regular catch-ups help everyone stay on the same page, blending big-picture goals with what’s actually needed on the ground. Also, don’t just rely on global trends, dig into local data to get the real story. Encourage local teams to speak up about what’s working and what’s not, so you can tweak the strategy to fit. It’s all about collaboration, making sure global plans don’t overshadow local realities.

I completely agree that it should be in every company but sadly it's not the case.

A competitive compensation strategy goes beyond just offering a good salary. In my experience, it's about creating a package that reflects the full value of the role. This includes benefits, bonuses, and perks that address the specific needs of your global candidates. By tailoring your offers to meet the needs of the individual, you show that you’re not just filling a position but are genuinely investing in the well-being and success of your new hires. This can be a game-changer in securing top talent.