Author: temp

Work flexibility: 4 tips organizations can try to attract top talent

Posted on by temp

The pandemic has not only resulted in an irreversible shift in the dynamics of work, but also created a new breed of mobile employees. Today’s workforce prizes autonomy and flexibility, often more than traditional triggers that attract and retain talent like compensation and benefits. Not only is a higher number of top talent demanding flexibility, but many are also willing to look for other opportunities should it not be offered.

The Talent500 State of Talent survey in 2022, conducted among 4,800 professionals across Indian cities, reveals this sea change in mindset: 87% of the tech talent are actively considering a job switch in 2022, and the primary reason for 55% of respondents is a lack of work-life balance. Further, for 83% flexibility is the top consideration for accepting a new offer.

Brushing aside these statistics as a pandemic reaction rather than a pandemic epiphany, can only add woes to an organization’s recruitment drive. Companies today are dealing with record highs in attrition rates and the intense competition in order to bag the right talent. After all, having greater agency over their lives, better control over their schedules, and the freedom to work when their productivity is highest, is what drives the workforce of today.

This phenomenon is not limited only to India or Asia, but complements sentiments across the globe. As per a survey by Slack, 72% of the employees prefer to work in a hybrid model. Other research also found that employees from the US value the flexibility to work from home for 2-3 days a week as much as 7% pay raise. What’s more, 40% of the employees who currently WFH would look for another job if required to work from the office.

While the why is easily understood in the advantages that flexibility offers employees – in terms of reduced stress and chances of burnout, higher job satisfaction and productivity –implementing flexible policies comes with other benefits for an organization. This includes increased loyalty, improved brand image, better employee morale and a larger talent pool to dip into. However, one fact that stands out among all these is the impact of flexibility on employee retention and attrition. After all, 89% of the companies saw better retention because of flexibility. And while it comes with its challenges, organizations can successfully implement and manage flexibility with the right frameworks in place.

Implementing flexibility – 4 tips for organizations

Flexibility involves both give and take. To foster fairness and accountability, here are a few pointers that leadership teams should keep in mind when implementing flexible policies.

Strengthen communication

Research indicates that 86% of employees and executives believe that ineffective communication causes workplace failures. When virtual, remote sessions overtake physical, face-to-face meetings, it is important for organizations to ensure that the employees are able to communicate with each other without any challenges or lags. While internal messaging tools, emails and video calls are all a must-have, what is critical is for managers to establish a clear guideline on which modes of communication require immediate attention and which matters require urgent communication such as those regarding deadlines or availability.

This helps employees respond to time-sensitive matters with ease and be accountable in remote settings. Since communication is so vital to success in such cases, companies can also offer soft skills training to boost this skill. In fact, 65% of employees who received training for communication had a higher performance score as per another survey.

Keep employee expectations clear

In flex work, making expectations clear to employees can help leaders track their performance as well as ensure that employees know the objectives of the employer. Employers can, and should involve employees in the goal setting process. This not only helps employees understand how their work contributes towards organizational objectives, but also feel a sense of ownership and engagement.

In fact, only 30% of the employees agree that their managers involve them in goal setting and these employees are 3.6 times more likely to be engaged as per a Gallup report. Research also suggests that productivity increases by 56% when managers help employees align their goals to the needs of the organization.

Spell out flexible policy terms clearly

Documenting the options that employees have when it comes to flexible work is key to ensuring smooth operations. Such formal policies can help organizations avoid inequities that come with informal and non-recorded arrangements and also help propagate company culture better. It is also necessary that managers or leaders put together the required details before the arrangement comes into effect.

While this may postpone how soon you can offer its benefits to your workforce, it does pay in the long-term. Include the working terms, infrastructural and other requirements, measures for keeping data safe, health precautions, and more in this policy and make it easy for talent to access them (such as via cloud) when needed.

Review performance

Performance reviews, a part of the traditional work arrangement, also have a big role to play in fully remote or hybrid models. For these to work, organizations need to be transparent about KPIs and other metrics used to measure employee productivity and impact. The only change when it comes to flex work is for employers to consider having such reviews at shorter frequency. This helps employees adapt better, keep their eye on the prize, and work towards achieving company goals in a more informed manner.

Managing flexibility – 3 ways for organizations to take the reigns

Implementing flexibility can come with certain disadvantages like procrastination, decreased engagement and loss of workplace culture. Here’s how companies can tide over these for a net positive gain.

Leverage technology

Tech has a starring role to play in most aspects of work today but enjoys the spotlight most when it comes to successfully implementing flex work. Organizations can and should use it to help teams collaborate, plan, learn, and adapt to evolving needs. According to this study, more than 80% of the employees stated that technology empowered them to better communicate and collaborate. Tools that help mitigate cybersecurity risks and keep sensitive information secure are also a must-have.

Make data accessible on a need-to-know basis

With everything going digital, employees need to have access to required data with ease. Easy and instant access to it makes them more productive and keeps them engaged. While this is highly valuable to organizations, a noteworthy aspect is to ensure that employees get access only to data that falls within their responsibilities. With ransomware attacks rising to 35%, a need-to-know access to data can reduce this risk and prevent data leaks.

Encourage collaboration

Collaboration can nurture stronger bonds within teams and boosts engagement. Research by Gallup suggests that those who have close workplace friends are 7X more likely to have better output, higher personal and customer engagement and enjoy greater well-being. To catalyze such relationships, employers can plan virtual celebrations, create intimate virtual spaces for employees to connect with each other, do a daily virtual huddle, and even create separate channels for specific categories as needed. Planning physical retreats as often as possible can also work wonders.

There are many companies who have successfully embraced workplace flexibility including Dell, Unilever, Sodexo and Humana, and yours can too. As a partner in aiding your efforts to hire, manage, and build global remote teams, look no further than Talent500.

With automated hiring processes and pre-vetting of profiles, we can help you find talent that adds value 5x times faster. Our in-depth pre-assessment has helped place 300,000+ professionals and build teams in 50+ organizations. Request a consultation now to know how you can leverage our tools to effortlessly manage and build your remote workforce.

6 secrets of retaining top talent during the age of the Great Resignation

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With the Great Resignation of 2021 and the Great Reshuffle in 2022, recruiting, hiring and talent retention strategies need a complete overhaul. HR teams and recruiters are now facing a new breed of employees – one that isn’t ready to shy away from voicing their demands and voting with their feet when their needs go unmet. A bevy of reasons including workplace toxicity, wage stagnation, burnout, job dissatisfaction, safety concerns amidst COVID-19, and the desire to opt for jobs offering flexible working options are contributing factors. In fact, workplace toxicity leads to 10x higher employee turnover than compensation as per an MIT SMR analysis. 

The current situation has led to a labor shortage that is expected to worsen in 2022-23. In this scenario, employers and HR departments are rightly concerned about retaining skilled talent, which is harder to accomplish thanks to digital disruption and talent poaching.

Employee retention is the top talent management challenge that 47% of HR professionals face followed by recruitment at 36%. Maintaining a low turnover rate is the key to increased profitability, productivity, and overall success of an organization. Further, the cost of hiring new employees is higher than retaining existing ones. All this points to the unassailable fact that there is a dire need for developing inclusive workplace strategies to retain talent today. 

This requires organizations to understand employee needs right from onboarding and offer favorable perks alongside career growth opportunities. 

Here are 6 best-kept secrets that can catalyze efforts to retain top talent

Provide career development opportunities

A stagnated position or job role today is simply a countdown to a resignation. Skilled employees are motivated by challenging work, the prospect of promotion and a clear path to advancement. As such, 94% of employees will choose to stay put at an organization if it invests in their professional development. Here, upskilling and reskilling initiatives can be great incentives to offer while helping employees become stronger contributors towards enterprise goals. 

Such learning opportunities also keep the workforce engaged and motivated when they align with individual aspirations and preferences. So, a choice of such digital development programs that address a variety of skills is the best way forward. In addition, having clearly defined career progression opportunities can stimulate employees to learn new skills and showcase initiative, thereby encouraging them to continue longer with an organization. 

Recognize and reward your employees

Employees often look for a job change when they do not feel valued, recognized, or rewarded for their work. In fact, 65% of employees feel unappreciated at the workplace according to a Gallup poll, and another study found that 66% of workers are likely to quit their job if they do not feel appreciated. Employee recognition is also a critical peg of workplace culture, which is why positive communication and a strategic plan for recognition are vital to retaining talent. 

Fear of provoking conversations about a raise or being taken advantage of are common reasons for managers not to express gratitude, but all this can change when appreciation becomes a consistent and organic practice across the organizational hierarchy. While care packages and paid vacations can be some of the perks offered, personal notes or public acknowledgments can also work just as well to promote job satisfaction and honor employees for their contributions. Rewarding top talent for soft and hard skills that are valued by company culture also inspires others to inculcate them. 

Offer flexible work options

Remote work is here to stay with 82% of employees preferring to work from home as per a 2022 study. The gains brought about by increased flexibility such as higher productivity and lower stress cannot be shrugged off, and employers would do well to offer employees a remote or hybrid work model based on preferences and needs. Not only does this help organizations widen their talent pool, but it also reduces infrastructural costs. 

From the employee POV, work flexibility acknowledges a life outside of work, and this itself can result in higher motivation, more loyalty and decreased burnout. 

Offer attractive pay, bonuses, and benefits

Competitive, nondiscriminatory and equitable pay is the cornerstone of employee retention. An underpaid employee – and one who knows it! – is usually demotivated and uninspired, adversely affecting managers, colleagues, new talent being onboarded and workplace culture. Reviewing pay scales regularly is one way to ensure the remuneration package is up to par, as is offering benefit packages that suit the new world of work. 

These may include physical and mental health programs, parental leave and childcare assistance, financial wellness initiatives and flexible paid leaves. By allowing employees to choose benefits that appeal most to them, workplaces can enjoy huge retention payoffs! While retention pay to keep top-performers from moving on is enjoying a renewed interest post pandemic, it works better when combined with the other factors listed here. That said, monetary incentives can motivate employees and promote healthy competition. 

Act on employee feedback

When employees feel that they are heard and their suggestions are being valued, their engagement and involvement with the workplace improves. This is a sure-shot technique to reduce employee turnover. Here, continuous listening utilizing digital tools as well as one-on-one meetings enables companies to address issues at critical times during the employee lifecycle. This two-way dialogue can not only help detect and tackle problems before they lead to resignations, but also helps organizations improve employee benefit programs, reskilling initiatives, and other processes that will boost workplace happiness and performance! 

Closing the loop here also means involving employees in the action taken on their feedback. Taking their help in suggesting solutions gives them autonomy and instils a greater sense of connectedness and participation. Even if a solution is unlikely at any point of time, thanking them for voicing feedback and letting them know why is important. This also helps keep the communication channels open.   

Boost your organization’s culture

Company culture has become mission critical in retaining top talent. A recent survey revealed that 77% of employees consider company culture before applying for a job. In fact, culture was also found to be more important to millennials than salary. As work culture defines internal values, practices relating to diversity, inclusion and equality, ethical standards, mission and vision, it gives the organization and its workforce purpose. 

By strengthening culture and ensuring it is reflected right from the recruitment and onboarding stage, an organization can help employees identify with it and feel a sense of belonging. When employees commit to the company mission and feel they are working towards a common goal, they become poach-proof. By reducing instances of favoritism, bias, inappropriate advancement, or even domineering seniors, companies can retain employees for longer and get the best out of them. 

A happy employee is usually a loyal employee, and more importantly, one who thinks like an entrepreneur to add value to the organization. Fulfilling your employees’ needs is thus a smart and effective retention strategy. However, finding the right fit at the get-go is critical as employees who identify with your culture are the ones who feel the most ownership about their role and are most likely to stay with your company longer. 

Here’s where global talent management companies like Talent500 are leveraged by industry leaders including fast-growth startups and Fortune 500 companies. Our excellent recruitment, onboarding, and managing experience makes it easier for companies to manage and scale their globally distributed teams.. Sign up with us today and get access to Intelligent AI fit and multiple sourcing channels that make finding the right talent 5x faster and better.

Why the future of work is flexible

Posted on by temp

COVID-19 changed how employees feel and think about work, and made leaders change how organizations are run. According to recent studies, 16% of companies in the world are 100% remote in 2022 and 99% of people would choose to work remotely for the rest of their work lives, even if it was just part-time. Companies are forced to look hard at what employees want and if research is anything to go by, what employees are looking for in the future of work is more freedom, flexibility, and choice from the workplace. 

The rules have changed, there is no more room for ‘business as usual’ and employees are quick to move away from organizations that are fixed in their ways of working. Companies need to think about how to give their employees the flexibility to prioritize a good work-life balance. Despite the rhetoric about wanting to create a better work-life balance for employees though, companies rarely follow through. The truth is that talent always comes first and it’s well known that employee engagement is critical to achieve business success. 

So, in this war for talent, companies need to find ways to attract talent while retaining current employees, if they want to gain and maintain a competitive edge. And offering flexibility to employees can be that determining factor. According to a report by Microsoft, 3 in 4 Indian workers are keen on taking up flexible work opportunities. That’s 74% of the workforce! 

Why working from anywhere works

According to Gartner, ‘anywhere operations’ is best defined as an IT model ensuring an efficient workflow, while also maintaining uninterrupted support and assistance for clients and customers. Working from anywhere essentially makes it possible for an employee to work from wherever they choose and utilizes distributed infrastructure for the deployment of business offerings. 

With this definition in mind, it’s easy to see where the idea of anywhere operations comes into play for many companies. With the rapid growth in businesses across IT industries and the changing landscape of the workforce, leaders have had to adjust their internal processes in order to meet emerging needs and demands.

One of the biggest benefits of a flexible working model in terms of location is access to a larger talent pool. Now that companies are no longer restricted to hiring with the intention of having an employee come to the office every day, they can choose to hire skilled talent anywhere in the world, who were previously inaccessible. 

But the benefits of this way of working go beyond attracting talent. According to this ‘Future of Work’ report which explores how the pandemic has changed an employee’s attitudes, beliefs and expectations about the workplace, here’s what makes working from anywhere more productive: 

  • A more flexible schedule (31%)
  • No commute (26%)
  • More control over workspace (24%)
  • Fewer interruptions (24%)
  • More privacy and personal space (23%)

The four most common types of flexible working arrangements 

There is no one size fits all when it comes to organizations working arrangements. The nature of some businesses might require that an employee come into the office a few times a week, but others might not have this requirement and might decide that going completely remote is the way that best suits their job function. 

Flextime working

This type of working arrangement is also often referred to as customized working hours. It has shown to be a huge benefit to employees because it allows them to choose the hours they would like to work; the only accounting factor here is that the employee completes the contracted number of hours per week. Employees who are juggling caring for their families, personal responsibilities, and the like, are likely to be more productive and engaged when given the option to choose their working hours based on their schedules. 

Remote working

In such an arrangement, employees work from completely remote locations, and there is no central office location that they need to report into. Basically, their physical presence is not a requirement for the nature of their work. The key here is to ensure that your remote employees have necessary equipment and technology to do their job. This has been a big benefit for companies during and after the pandemic because it has opened up the talent pool, allowing them to hire from anywhere in the world. 

Telecommuting

Telecommuting is when employees work outside of the physical office but come into the office when scheduled/expected. According to Gallup, the telecommuting schedule that offers the most productivity is when an employee comes into the office two or three days per week (in a five-day work week). The two main benefits of this working arrangement are improved morale and reduced absenteeism. The main difference between a remote and telecommuting arrangement is that because telecommuting employees need to come into the office on occasion, they mostly live locally. 

Hybrid working 

There are quite a few variations in definitions but essentially, hybrid working refers to an arrangement where some employees work from a physical office while others work from anywhere (in the world). According to Accenture’s Future of Work study, 83% of workers would prefer a hybrid model. One of the biggest benefits of this working arrangement is that employees can choose to work when and how they’re most productive, and this in turn has obvious benefits for organizations. It also opens up access to a larger talent pool which might have been previously inaccessible markets for companies. 

Companies have had some time to adapt and ace this new way of work, and one thing is clear – flexibility is the new norm. Employees want to work in spaces and in ways that make them feel most engaged and productive. Creating policies and best practices to facilitate workplace flexibility will help you attract the right talent for the job.

Benefits of Flexible working for employees 

Companies are seeing a drastic change in the global workforce as the flexible working policy is becoming a priority. In a poll by ManpowerGroup Solutions mentioned in Forbes, approximately 40% of candidates worldwide said that workplace flexibility was one of their top three considerations. It is evident that employees are now looking at healthy and improved arrangements that result in benefits such as:  

Improved Work/Life Balance 

The once-upon-a-time myth of having a work-life balance is transforming. Employees are working better with flexible work arrangements than previously as it is improving employee productivity. Forbes states that according to the Gartner 2021 Digital Worker Experience Survey, 43% of participants feel that having flexible work schedules helped them be more productive, while 30% of participants said that spending less or no time commuting helped them be more productive.

Flexible work in definition builds a healthy relationship with work and improves employee engagement, builds motivation, and creates a sense of job satisfaction. One of the factors of a toxic culture is not having a healthy work-life balance which can be easily terminated by improving the quality of work-life equilibrium at the workplace.

Enhanced Well-Being 

The mental health of the employee in a flexible work culture improves as the aspect of heavy stress reduces and they are engaged with their well-being and feel more connected with their family and friends while efficiently handling work. The strict work schedule with no flexibility at the workplace induces more anxiety and thereby reduces efficiency at the workplace, and often employees become prone to burnout. WHO mentions that modifying one’s schedule lessened the possibility of job stress by 20% and raised the possibility of job fulfillment by 60%. Employees are more likely to recommend the company to others if the work culture is flexible and healthy.

Benefits of Flexible working for employers

Higher Staff Retention Rates

More adaptability reduces absenteeism, staff attrition and improves employee retention rates. Employee engagement and productivity are also increased as a result of the feeling of total control over their lives and careers. Again, the confidence a company has in people helps employees feel appreciated, and as a result, they will put additional effort into their work and the success of the company as a whole. As per the EY 2021 Work Reimagined Employee Survey, 54% of employees from around the world would think about quitting their jobs after the COVID-19 pandemic if they are not given some kind of flexibility at the workplace.

Attract Top Talent

Talent from major work profiles like software developers, web developers, data analysts, data scientists, marketers, recruiters, editors, and designers are more likely to accept an offer that comes with a flexible working atmosphere, which broadens the scope of recruiting location-independent remote teams from around the world. Talent 500 specializes in hiring and creating remote teams of talented people from different parts of the globe. In a PwC survey, 63% of respondents said that they prefer some mix of in-person and remote working – the same proportion also said that they expect their employer to offer that mix for at least the next 12 months.

Boost Productivity 

Offering flexibility is essential to achieving the work-life balance; now that employees from the above sectors are familiar with what it’s like to work remotely and in a traditional office setting—the liberty and the creative freedom that flexible working models offer are more handsome than making the commute to the office, thereby increasing the productivity of the employee by reducing stress and conserving time. Also, flexible working increases motivation and engagement and allows employees to be more productive during their working hours.

 Promotes Greater Diversity & Inclusivity 

Technology is a significant factor in bringing communities together from different parts of the world, and today we have tools that enable inclusivity and diversity in the workplace by helping us bring talents from diverse backgrounds and explore new perspectives that employees bring. Building a work environment for employees with different backgrounds will increase employee retention and enhance the workplace culture. A greater range of people with physical disabilities or health concerns, whether temporary or chronic, have career options because of flexibility in work location and timings. They may now work from home without being marked out, and moreover, a variety of online collaboration tools, such as video captioning, text-to-speech apps, and adapted displays and input devices, boost accessibility. 

Key Challenges 

Contrary to the positive outlook of flexible working, certain challenges arise in flexible working, such as blurring of the line between professional and personal spaces while working from home, procrastination, IT security, isolation of employees, unfair dismissal of an employee, or how to manage flexible working models and various other challenges. These concerns could be addressed effectively if organizations invest in creating a healthy digital environment for their employees. Business leaders and recruiting management can work together and strategize to avoid such challenges and operate fairly and efficiently.

 Implementation 

Implementing flexible working in the organization possesses certain challenges as well. Managing different teams from different zones, while important for teamwork and collaboration, can be quite demanding. Additionally, ensuring that workers have access to the workspaces requires robust workspace management and scheduling platforms to keep up with everyone’s business requirements.  Organizations can take up holistic methods in creating strategies, such as introducing flexible work hours policy to maintain employee’s work timings so that the work is produced on time. Also, implementing them fairly to initiate a healthy experience for the employees working remotely and flexibly. 

 Culture

The stigma around flexible working is quite prevalent in offices. Employees can be treated unfairly if there is no proper structure imposed in the organization. In the case of remote working models, miscommunication can also occur; It is likely that talented employees can be ruled out from important discussions due to their status as ‘remote workers’.

The step to forming a thriving flexible working model is to set prerogatives as an organization where employees and employers can work in a cohesive environment without anyone standing on the sidelines. Firms must ensure clear communications among the teams, visibility for employees across the board, and responsibility towards eradicating such disparities.

 Security 

Flexible working from any part of the world presents a new set of challenges— maintaining security, the IT teams will receive a set of new security issues daily. From ransomware to malware, cyberattacks have become prominent in recent years. To tackle cyber security issues, organizations must build awareness among employees to work with caution and practice cyber safety to avoid cyber threats. Practicing flexible IT support to keep risks under surveillance allows the employees to work productively and efficiently without constraints.


Talent500 is helping companies set up and manage global teams. We offer compliance, ease of operations, and workplace engagement for international teams across 50+ countries. Let’s discuss possibilities for your business, request a consultation.

 

 

 

Dynamic role of HR in 2022: The future of human resource management

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Years 2020 and 2021 proved remarkably different for HR – the main goals were to adapt. In 2022, HR will be called upon to  push the boundaries of how they can add value. Organizations across the globe were forced to show resilience and overcome unprecedented challenges. Apart from everything else, the pandemic was a learning experience to see how employees adapted to the new work from home situation creatively, showing their potential to work in a digital workplace.

What’s ahead for HR? 

  • The need to focus on employee wellbeing 

Companies that adopt a human-centered approach to business see a 32% lift in revenue, deliver outcomes to their market 2x faster, and outperform the S&P by 211%. The need for organizations today is to focus on embracing a people first approach. And top of the list is an employee’s wellbeing. Employee wellbeing is no longer an added benefit but rather a priority. Employees are more discerning about the jobs they accept and work-life balance is non-negotiable. Today, employees want more than just physical wellbeing, they want emotional, social, career, and financial wellness as well.

This is why it is important to focus on how well-suited the workplace environment is to enable employees to feel happy and engaged in their roles, and in the organization. 

  • Prioritizing flexibility 

Before the pandemic, HR used to follow a one-size-fits-all approach for hiring and retaining talent. In 2022, the focus must be on creating a positive employee experience by understanding how they are doing, what they need, and how inclusive they feel. HR needs to co-create programs with employees and not just for them. Dealing with the challenges during the pandemic brought our attention to the fact that different employees have different needs. Some people want to return to the office while others want to work remotely permanently. This is why there is a need to create autonomy and flexibility in your policies to retain and hire talent.

  • Implementing people analytics

The digital workplace is emerging as one of the top HR trends in 2022. To best support such a workplace, virtual working technology, learning platforms, and above all people analytics are important. HR needs to move ahead of making decisions based on their intuition and embrace data for more informed decisions. It is important as in a digital workspace, the use of technology enables us to monitor a lot of data for insights on how organizations can improve the employee experience.

HR must be trained in analytics and strategy to remain competitive in 2022. These are mandatory skills to generate value for the company. Furthermore, companies must enable continuous learning and be transparent in their communication, if they want to get the most out of their investment in people analytics.

  • Implementing strategies and policies for hybrid work

Hybrid work is the future as Accenture found out in its survey. According to the findings, 83% of workers now prefer companies that offer hybrid work models. Also, 63% of high-growth companies have already adopted a “productive anywhere” workforce model.

For both, employers and employees, working from anywhere is about accountability regardless of where or when work happens. The Our Work from Anywhere Future research at Harvard Business School found that people today count freedom to work as an important benefit while deciding about a job offer. HR’s responsibility to define work from anywhere practice policies for employers is critical for the success of such a work model. You can take a cue from companies like the United States Patent and Trademark Office and Zapier to understand how to create policies for virtual collaboration, mentoring, and productivity.

  • Creating diversity, equity, and inclusion in the workplace 

A McKinsey study found that companies with high diversity in their leadership were 25% more likely to maintain above-average profitability than companies with lower diversity in the workforce. Many organizations are failing to see how diversity and inclusion can help them grow and create a more positive employee experience.

The challenge for HR here is to strengthen the case for diversity, equity, and inclusion by using data-backed insights. Open communication, active incorporation of diversity, and more inclusion in the selection and training of managers is important than ever before. The days when HR was a back-office function are over. Today the role requires managers to redefine the work itself and you need to be ready for the challenge.

Talent500 can help you meet the challenges of hiring and managing global teams. Let’s connect today to discuss your requirements.

Can you find the right talent by leveraging social media platforms?

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Over the years, the role of social media has evolved from merely just a space for socializing to a tool that helps audiences also connect with the brands and businesses they are interested in. Naturally, companies saw the opportunity here and social recruiting took form, forever redefining hiring practices and increasing the success factor. With time, these platforms evolved and social media is now a crucial cog in the hiring process. In fact, north of 84% of companies use social media for recruiting, and with the success this route offers, another 9% are looking to board the train soon. 


Although job search portals and websites help, leveraging social media for recruitment greatly increases the chances of finding the right candidate. As per RecruitLoop, a Facebook ad can achieve twice the visibility of a classified ad. While reach is one part of the equation, cost is the other, wherein social recruiting does save recruitment costs. This goes hand-in-hand with the fact that these sites now house several hundred million users. For instance, LinkedIn – the popular recruitment social media site – has over 800 million members. Considering the nature of the users on this platform, it is ripe with passive job seekers, and recruiters are able to scout and target these individuals better with social recruiting.

Social recruiting demands a calculated approach.

Key strategies for leveraging social media in recruitment.

Research and target the right demographic

The number of social media sites has grown in number over the past decade and has split communities into bubbles. For instance, LinkedIn is the standard platform for all things career and business, but companies can still find viable professionals on other platforms. However, to be successful, companies must consider the primary demographic that frequents these digital watering holes. 

For instance, finding and attracting part-time employees and interns will likely be a lot easier on sites like Facebook and Instagram as these are often frequented by college-goers and young adults. On the other hand, if the goal is to attract a mid-level executive or a senior programmer, specialized forums, LinkedIn, and a handful of Facebook groups may be the better choice. While it may work to cast a wide net to leverage the full force of social recruiting, companies would do well to be more deliberate in their communication. 

Establish a relatable employer brand 

With more than 4.48 billion users on social media platforms across the world, there’s no doubting its reach. But to tap into these channels, companies must build and express a relatable and aspirational employer brand. Company culture is an important factor for the modern employee and many that are considering a new position will do their due diligence on a company. This means checking their social pages, company pages, reviews, and interactions with the world around them. Companies should take this into consideration and use social media to showcase what their brand is all about. In fact, by being active within the right community, companies stand to make serious reputational gains. One of the best ways to go about this is to work on building an organic network. Companies can offer value to their audiences in the form of newsletters, industry-specific insights, thought leadership content, and more. 

Another approach is to celebrate the existing talent. By using the platform to express warmth and gratitude toward the existing workforce, companies can convey a strong message to their audiences. The idea is to work on employer branding and to enlighten audiences, and potential hires, about the company culture. Doubling down on this, companies can even go the extra mile to reinforce retention. One effective way to do this is to support pages, employee posts, and even popular creators that advocate for work-life balance. In doing so, companies subtly express their views, even if it is just a reshare, and inform audiences about the principles they stand by.  

Leverage FOMO appropriately

While mainstream in B2C marketing, FOMO can actually help companies build interest when engaging in social recruiting. With the right employer branding, companies are in a unique position to create and retain interest, especially for viable candidates. As such, whenever there are openings, users that are genuinely interested will organically reach out. The inherent interest in the company, its values, and culture is a good sign for companies as this means that candidates that have the right skills are also those that relate with the organization on other levels. 

Utilize the right targeting features 

Social media platforms have technologies for hyper-targeting and these are immensely valuable in the social recruiting process. Take hashtags, for example, a simple tagging provision that categorizes content and makes it easier for the user to explore what they want to see. Companies can use these to their advantage to identify and target specific demographics more effectively. By doing so, any material or communication published gets viewed by the right audiences, and this increases the likelihood of success. 

Personalize communication wherever possible 

Gone are the days when audiences, and even potential hires, will respond to what seems like an obvious email blast. The problem here is the message and that it doesn’t seem genuine or remotely intended for the receiver. While companies can utilize solutions that do allow for personalized messages, it is important that this becomes the primary strategy for communication. Companies can send a personal note to the potential hires expressing why they are a good fit for the position. 

Do note that companies should know when to draw the line with personalized messages. While assessing metrics and retargeting those that showed interest at some point in the past is acceptable, including talking points about a user’s recent move to a new country can come off as digital stalking. 

Encourage and broadcast employee-generated content 

Companies should encourage employees to share their experiences and memorable moments on their preferred platforms. In doing so, existing employees inform their respective networks about the company, while also associating with the organization in a positive manner. To add to this, companies should utilize special hashtags or tags for such content. This makes it easier to find such content, promote it, and even leverage it during recruiting. Considering these tactics, it is clear that employees may just be the best option for companies to communicate their values in a genuine manner, and this will help attract the right talent.

Assess a candidate’s profile and personality

There are many ways to assess a potential hire and companies can use social media to get the required insights to make the right decisions. In fact, such information is crucial when hiring for creative or even leadership roles and such candidates usually express their opinions and share their ideologies with their peer networks. All of this provides crucial background and can assist organizations in checking for specific traits. In fact, when assessing if a candidate is a cultural fit, such checks may be critical both before and after the initial interview phases. 

Do note that while social recruiting is a viable strategy for all these reasons, it is important that companies realize that for most users, these platforms are an extension of their personality. Being invasive will not lead to favorable outcomes and finding the line can be tricky. To ensure that your company doesn’t face such hurdles, outsource talent management and partner with Talent500.

Our hiring and management protocols have driven success for major Fortune 500 companies. We achieve 60% higher recruiter productivity with pre-assessment tests, intelligent AI fit, and trusted multi-channel sourcing, and will find the right talent for your specific needs. To know more, schedule a consultation and build a global workforce efficiently. 

 

Emerging workforce & collaboration models for global teams

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The future of work is changing. More and more employees are looking for opportunities that offer flexibility and better means to establish a good work-life balance. Location-independent jobs are becoming significantly more appealing to an ever-increasing number of professionals across the globe. This phenomenon is necessitating companies into rethinking the operating models of their workspaces to ensure employee retention and seamless operations on all fronts. By embracing this new mindset, organizations can pave the way to welcoming an exciting pool of global talent. 

However, the elaborate process of setting up distributed teams is likely to present its share of challenges, at least during the initial phase. There might be isolated problems that only affect a certain department or widespread issues that impact the whole organization. Moreover, since teams are often not in close proximity to each other, there will be certain early operational hiccups that might need to be addressed as soon as possible. Some processes that were in place under a traditional workplace setting might need to be readjusted to fit into the new mold. Certain employees who are used to direct one-to-one interaction might need time to get adjusted to the new framework. Factors such as these should be accurately assessed to find ways of resolving them. For employers, it is also worthwhile to examine their personal goals behind having globally dispersed teams and how it relates to their business values.  

So all things considered, what are the effective operational models that organizations can utilize to stay ahead in the game?

Download our article ‘Emerging workforce and collaboration models for global teams’ to get some valuable insights.

5 Benefits of artificial intelligence in the workplace

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Artificial intelligence (AI) statistics from a recent survey show that 91% top businesses surveyed have an ongoing investment in AI. AI is now a part of our everyday lives, more than we may sometimes realize; AI solutions are changing almost every aspect of our lives, and this extends well into the workplace as well. In 2015, just 10% of organizations reported that they either already used AI technology or would be doing so in the near future. In 2019, that number rose to 37%, which means that more than one in three organizations are either using AI or had plans to (Gartner, 2019).

Businesses take up AI technology to increase employee and process efficiency,  reduce operational costs, grow revenue, and improve customer experience. In recruiting, AI technology has made it possible to almost entirely automate the process, from finding right-fit candidates to onboarding, the role of AI is beneficial.

Here are the top five benefits of AI in the workplace.

Simplifies the recruitment process

96% of senior HR professionals believe AI has the potential to greatly enhance talent acquisition and retention. A recent study found that 46% of companies struggle with finding and attracting the right candidates for their open positions. Hiring skilled talent can be daunting, expensive, and sometimes, even frustrating. HR departments across industries are tasked with going through piles of job applications for vacancies across the organization. But given that 100% of candidate sourcing and matching can now be automated, this makes the candidate scanning process so much faster and easier. The bottom line is that AI speeds up the entire recruitment process by eliminating the need for manual tasks thereby making a recruiter more productive. 

Increases productivity 

61% of workers report that the adoption of AI within the workplace has led to a boost in productivity. One of the biggest benefits of AI technology in the workplace is the offloading of  repetitive tasks to AI, which gives employees the time to focus on more important aspects of the job. A big way in which organizations have leveraged AI is in providing customer support. Chatbots are becoming increasingly popular to offer 24/7 customer support and as a way of streamlining objectives. These AI-powered bots are fast, accurate, and can provide timely customer support through ‘direct’ interactions with customers. While there might be specific concerns a customer might need addressed from a one-on-one support basis, there are also repeated and frequently asked questions about the company’s services and/or products. AI is exceptionally well-equipped to handle such repetitive tasks enabling employees to be more productive in areas they are needed in. 

Empower employees to learn and up-skill

78% of employees say they are ready to learn new skills, but 38% claim they do not have enough time for training. The most critical way in which AI will change the training, learning, and development sector is to establish more optimized and effective training methods and techniques that can be incorporated across the organization. Stephen Walsh, a co-founder of Andres Pink, states that 93% of organizations wish to integrate learning into the routine workflow. This does seem the most efficient and seamless way to learn.  However, a key factor to keep in mind is that every person has a different style of how they learn and process (new) information. The best thing about AI technology in learning and up-skilling is that it allows training programs to adapt to the needs of each employee. 

Increases data and information security 


Organizations, across the board, are increasingly investing in AI-based technology to identify security risks and implement data protection measures to safeguard their assets. 69% of enterprise executives believe AI will be necessary to respond to cyberattacks with the majority of telecom companies (80%) saying they are counting on AI to help identify threats and thwart attacks according to Capgemini. AI and machine learning are poised to help them enhance their security posture because AI technology makes it possible to learn about and analyze potential cyber threats in real-time. Based on this, they employ algorithms to build models of behaviors, and use these to make predictions about potential cyber attacks as new data emerges. Without a doubt, AI is helping companies improve their security defense by increasing the speed and accuracy of their cybersecurity response. AI software tools like Darktrace, SparkCognition, and Exabeam are helping firms to protect their data in digital workspaces and proactively identify security risks to minimize vulnerabilities.

Augmented workforce

A largely misunderstood concept, an ‘augmented workforce’ is a working environment wherein human employees and machines or intelligent virtual assistants work alongside each other to drive increased productivity. For instance,  look at how Amazon makes use of advanced warehouse technologies – robotics, cognitive computing and flexible human workforce strategies – to drive efficiency and deliver improved productivity multi-fold. 

Chatbots, messaging apps, and project management tools like PeopleDocor and Betterworks use AI to provide recommendations on how workflows can be made more efficient or effective. In a digital workplace, such tools are a requirement to help employees focus more on human-to-human interactions, and to invest their time in creative solutions.

To summarize, AI is integral to businesses today, regardless of sector. 72% of executives believe AI will offer significant business advantages in the coming years, while a LinkedIn study found that 76% of hiring managers believe AI will be at least somewhat important in the future.

Talent500 helps you automate hiring, onboarding, and managing global teams. With our pre-vetted extensive network of talent, you can find the right talent faster. Request a consultation today.

Automation testing trends to look out for in 2022

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According to MarketsandMarkets, the automation testing market size is expected to grow to USD 49.9 billion by 2026, at a Compound Annual Growth Rate (CAGR) of 19.2% during the forecast period.

Although software testing has been one of the most crucial and professional career fields in the past few years, it has now become an even more challenging job for automation testers in this digital transformation era. With the help of numerous trends, tools, and technologies that are now available in the industry, the quality of the product is now being checked at its best. However, when it comes to selecting the right tools – automation testing specialists have to acquire a lot of knowledge and practice to master each tool effectively. 

Workplace automation is present in almost all businesses today, irrespective of size. The software we use for streamlining business operations is an example of automation that has improved the workplace environment. An increasing number of software engineers are handling automation testing mandates that fall outside the purview of conventional “functional” testing, as the pandemic has called for it. That’s why software testers are required to keep themselves updated with these latest trends. 

Here are some of the best automation testing trends in 2022.

1. Performance Testing

The pandemic has completely shaken up the way organizations work and interact, and testing has not been excluded from this list. In 2021, big organizations like Tricentis acquired Neotys,  Grafana Labs acquired load-testing startup K6, and Perfecto acquiring BlazeMeter  acquired performance testing tool companies to include in their offerings. This is a trend and it’s calling for attention. This goes to show that companies are looking to move beyond just functional testing and are focused on including performance, accessibility, and security testing in their offerings. If organizations have not focused on performance testing until now, they might be forced to do so in 2022.

2. Cloud-Native Testing

For some time now, cloud-native testing has been one of the most trending topics in software development. Some developers call it  the future of software development primarily because it has already changed the way we think about developing, deploying, and operating software products. The world witnessed as AWS infrastructure outage wreaked havoc on companies like Netflix, Hulu, and Twitch. These kinds of incidents increase the demand for cloud-native testing to plan and be prepared.  Lastly, the dependency on external cloud applications requires companies to do more rigorous testing of the cloud infrastructure they use.

3. API Security Testing

API security testing is the process of checking for vulnerabilities in the organization’s APIs, ultimately surfacing any potential security gaps for the engineering team to fix. As workplaces get more distributed there is an increased need for the integration of tools and software for collaboration and data sharing. This is where APIs come into the picture, enabling software development. As cloud and cloud microservices adoption is on the rise, in 2022 we will witness an API-first world.

In such a world, there will be a requirement for API tools and techniques that allow developers to do API testing beyond conventional functional testing. Teams are now running API security tests as part of the DevOps pipeline, ensuring that security issues are caught early in the development lifecycle. To build a more secure IT infrastructure, companies will depend on API security testing. This will further push the rise of API functional and “non-functional” testing in 2022.

4. AI- assisted automation

Have you looked into GitHub Copilot that converts comments to code?

This tool is an excellent example of what AI-assisted automation will look like in 2022. This year organizations will witness a rise in the use of AI-assisted automation tools that will help developers and testers define more concise test cases. The advantage of AI-assisted automation lies in its ability to help developers enable automation irrespective of the language or framework they are using. It also enables multi-tasking and eases the workload for existing resources.

If you are wondering how this tech can help with functional automation testing, here is how Applitools is using GitHub Copilot to automate tests. Finally, there have been rapid advances in automation and AI technologies over the last few years. While it can augment the productivity of some supply chain workers, automation and AI technologies can replace the work done by others and will likely transform almost all work to some degree.

5. Resilience Testing

Software resilience testing is a method of software testing that focuses on ensuring that applications will perform well in real-life or chaotic conditions. In other words, it tests an application’s resilience, or ability to withstand stressful or challenging factors. 

When building applications, developers define test cases to see how their applications will respond to various load profiles. Usually, they perform soak tests or stress tests, yet, there is no way to introduce a failure in this type of testing. However, with resilience testing, it is possible to inject failure modes or introduce faults to understand how applications will respond in such a scenario. Resilience testing moves beyond requests and response timings measure, and helps organizations understand how an application acts when certain conditions within the application are changed. This furthers our understanding of how stress and load affect any application.

At Talent500, we make use of AI to scan, identify, and connect companies with the best skilled tech talent in the market, globally. Tap into our pool of elite talent today by requesting a consultation.

5 Ways AI and automation can help reshape remote working for the better

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Remote work wasn’t always as well-received as it is in the present day and age. Much of it has to do with companies responding to the pandemic, but organizations were slowly weaving it into their policies. Nonetheless, this boom was necessary to keep industries alive and global workforces are now a staple. Around 16% of the companies across the globe are completely remote. Lower overheads and better efficiency are two factors driving this change, in addition to the fact that 74% of the employees reported that they were less likely to leave a company if it offered remote working solutions. 

Naturally, the demand for remote working rose and companies obliged, finding ways to accommodate and optimize for it. This is where AI and automation step in. In a bid to optimize digital workspace, AI programs were the go-to as they offered efficient solutions that complemented the remote work model. These tools help assess the routine tasks performed, eliminate redundancies, and are effective at tracking productivity.

But, these are just a few basic applications of AI in the remote workspace. For greater insight into the impact of its role and its capabilities in remote work culture, read on. 

Provides opportunities to train and upskill employees efficiently

AI programs and tools can not only assess productivity but also determine an employee’s strengths and weaknesses. From there, personalized training programs can be offered to promote targeted upskilling. This helps employees expand their skill set and improve their quality of work. This type of training can also prepare employees for new roles. Organizations that invest in training directly increase their intellectual capital, of which more is always better. 

Improved conversations and discussions

Historically, communication has relied on non-verbal cues such as body language and expression. As such, the meaning and depth of an interaction are often lost in translation when communicating online or digitally. Fortunately, AI tools were able to deliver a solution in this regard. By analyzing text, programs can now assist employees in decoding communication, offering clarity on the tone of the conversation. This helps reduce miscommunication amongst employees and with their employers. Some AI tools can also help gauge an employees’ morale and engagement with the help of language and sentiment analysis. 

Automated and efficient job search and applicant selection

AI already plays a vital role in the hiring process and a majority of companies use an automated ATS (Applicant tracking system). ATS helps recruiters hire effectively and efficiently from a large pool of candidates. It is a clear-cut time-saver and recruiters have reported that it helped them source, screen, and nurture the candidates better. Apart from this, AI-based ATS can eliminate human bias and reinvent the interview process with an automated interview.

Automation of administrative work for improved productivity

Remote working does not eliminate the need for administrative work. Mundane tasks such as scheduling meetings, calls, and emails may hamper an employees’ ability to brainstorm and focus on the core activities. AI solutions can deal with this issue, absorbing these responsibilities with ease. These programs can schedule meetings, message participants, and coordinate with the members of the team. By unloading mundane work, employees have more time to dedicate to core tasks. 

Improved cybersecurity and troubleshooting

Security infrastructure can be a problem in remote work setups. As such, remote employees are often more vulnerable to cyberattacks. To protect remote workspaces, AI can be beneficial as it can analyze large sets of data and recognize, as well as deal with, malicious or potentially harmful data or behavior. Remote work can also be a roadblock for immediate IT support. Employees that have to troubleshoot problems manually are less likely to be productive and may even cause more problems. But, with the right AI tools, this doesn’t have to be the case. Automated bots can troubleshoot problems and provide timely, guided assistance. 

As remote and hybrid work models gain popularity, it is important to understand the use of AI and automation in a productive workplace. This is particularly pertinent to hiring and establishing global teams. AI-enabled hiring strategies are the future and with Talent500, you can enjoy this benefit today!

Our specialized tools make hiring simpler and more efficient, sourcing the right fit from diverse talent pools and IT communities. All professionals on the talent network are pre-vetted and we’re confident in our ability to serve your needs. Schedule a consultation today and build global teams that perform. 

3 powerful strategies to build a robust global workforce

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Globalization and digitization have brought the business world a lot closer, changing some of the very fundamentals of work. For one, the emergence of remote work is a huge boon for all involved, granting access to global opportunities that weren’t there before. As a result, global workforces were no longer as scarce and companies started to see the value in distributed teams. The talent pool became a lot deeper and consisted of quality candidates, who were often better motivated to perform. 

In fact, 81% of companies reinforcing talent mobilization experienced tremendous growth in revenue. Some even surpassed their initial targets, suggesting that a lot is still left to be learned about global teams. For instance, organizations that prioritize diversity and inclusion of their global workforce are 35% more likely to have better returns. Naturally, the promise of better returns and reduced turnover has made the practice of employing global teams mainstream and so, competition is fierce. 

There is no dearth of challenges in the sphere and to rise above the competitive noise, it’d be wise to pay attention to these 3 crucial strategy verticals of building a global workforce.

Optimizing the hire: Getting the ‘right’ talent 

A key element of a global team’s success is determined by your organization’s hiring strategies. Can you actually find and onboard the talent fit for the job role? As the global talent pool expands, so does the horizon of contracting the best of the best. Skilled talent is out there, and it isn’t easy to come by or reach. 

Rethink the approach to recruitment

First and foremost, there must be no discrepancy in recruitment goals. These guide HR personnel, hiring managers, and subsequent efforts to take the right steps. 

Here, data suggests that transparency and inclusion are key elements to a successful modern recruitment strategy. The next steps are to zero in on the purpose and the outreach channels. For the former, companies must be clear that candidate profiles and approaches to hiring will differ based on whether the goal is to hire a full-time employee (FTE) or a contractual employee. It is also pertinent to explore the possibility of a contract-to-hire model existing in such scenarios. 

In any instance, hiring achieves little without the guidance of purpose. The next aspect is outreach. To reach a diverse talent pool and build a diversified workforce, the company must have the ability to tap into various channels, further strengthening the recruitment strategy. Whether it is the company’s career portal, online job portals, and platforms like LinkedIn, the goal is to focus on readiness regardless. In fact, companies are optimizing in this arena as almost 84% of companies use social media as a key tool in recruiting. 

Outsource talent acquisition

Talent acquisition is more than recruiting to simply fill vacancies. The goal is to fulfill long-term HR planning objectives and onboard assets with enhanced skillsets for the organization. For this reason, top leading companies outsource talent acquisition to specialist partners, such as Talent500. In fact, recruitment process outsourcing (RPC) improves the year-over-year hiring costs by 38%. Moreover, 69% of employees hired through talent acquisition firms show greater engagement.

More to the point, talent acquisition partners often have access to global talent hubs. These provide the opportunity to tap into a vetted talent pool, capable of delivering on all fronts. Also, it comes with added administrative benefits and the potential to improve employer branding for the company.

Act on feedback

Getting feedback through active communication is one of the best ways to build a global workforce. Collect feedback through reviews, direct emails, surveys, and focus groups that will help you improve hiring strategies. Diversity is a crucial factor in the modern workforce, and for companies new to the undertaking, first-hand guidance helps. 

Embracing diversity and inclusion (D&I)

A global workforce is inherently diverse but that doesn’t mean D&I shouldn’t get the attention it requires. From a staffing POV, talent from different backgrounds with various cultures, races, religions, gender, and ethnicities are a gold mine of unique perspectives. Inclusion simply doubles down on these benefits, creating an atmosphere that truly uplifts diverse teams. Organizations that support diversity are 35% more likely to perform better than their competitors. Also, they are 70% more likely to venture into new markets. Simply put, it is not only the right thing, but also the smart thing to do. 

Practice transparency

Make transparency the core of your business principles. The best practices in the industry can help frame the company’s rules and guidelines to create a healthy ecosystem. 

Celebrate differences

Building a healthy global workforce involves celebrating employee differences. Observe global events, traditions, and festivals. Encouraging your employees to share their dynamic characteristics promotes diversity. Respect the cultural differences and in doing so, it could lead to refreshing policies that actually make a difference. 

Managing global talent

Hiring a talented global workforce is one side of the coin; managing it is the other side and is just as important to building one that lasts. However, this process is a continuous effort, which is resource-intensive. Cut-throat competition across industries have made employee turnover a huge vulnerability, and retaining talent isn’t easy. Managing global talent demands foresight and can’t be achieved effectively if viewed only from a management POV. 

Prioritize engagement 

Hiring globally, while tricky, is relatively simple compared to maintaining engagement with a global team. Engagement is the underpinning of building a global workforce, impacting hiring, onboarding, productivity, and ultimately turnover. Companies with increased employee engagement earn 21% greater profits and report 17% more productivity compared to others. 

The zinger model, Deloitte model, and AON Hewitt model are some top talent engagement models. Whatever the approach, the employee engagement model is key to unlocking that which empowers employees to excel. It is a framework that fosters job satisfaction and productivity. 

Delegating responsibility

Managing a global team is a challenge for any HR department. This is especially the case for larger companies with headquarters overseas where logistics takes on nightmarish qualities. In such instances, an efficient solution would be to institute the Employer of Record (EOR) model of operation. 

This aligns hiring and employee management by delegating a third-party firm with complete responsibility. As such, setting up a global presence is easier as salaries, taxation, VISA, insurance, and other key aspects are taken care of. In the same realm of HR outsourcing, another option is to consider the services of a professional employment organization (PEO). While these are reasonable, the EOR model offers greater control in terms of employee management. 

Effective communication

Delegating talent management does not absolve companies of their responsibility. To manage and retain global talent, it is essential to communicate effectively at every stage of the employees’ careers with your organization. This begins right from interviewing, onboarding, induction training, and reporting to performance assessment and promotions. Effective communication through various modes helps the employees feel valued, in turn reducing turnover adding to the success of building a global team. 

Given how interconnected the world has become, global teams are now a staple across industries. Building these teams is no easy task, but with the right partner in your corner, it can be. Choose Talent500 to build efficient distributed teams or to find remote workers to bolster your ranks. Our expertise has earned the trust of many Fortune 500 leaders, and our impact has been felt in over 50+ countries. Schedule a consultation today and take advantage of an AI-powered talent management solution to build, grow, and empower your global teams.

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Talent500 helps the world’s fastest growing businesses build their global workforce.

We help companies hire, build and manage global teams. We are trusted by industry leaders across the globe – from Fortune 500s and larger enterprises, to some of the world’s fastest-growing startups. We are backed by Accel Partners & ANSR, a global leader and enterprise transformation platform.

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