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Selecting a Global Talent Partner: 4 Keys to Global Intelligence

June 28, 2012

Organizations and businesses have been rapidly growing and expanding their horizon across regions in the past decade.  This global economy undeniably presents a unique set of opportunities and challenges for talent managers.

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?  Who would you entrust to manage the projects?

The answers to these questions are not always easy.  Just as you want to hire the right person that possesses cultural intelligence to work on a multi-national project, you would need to carefully select the right organization to help you implement a successful talent program globally.  From our experience, it is critical that organizations partner themselves with a knowledgeable solution provider that also has global intelligence:globe

  1. Global Awareness.
    You need a partner who appreciates and understands the intricacy of a need for consistent processes and standards vs. necessary adjustments for certain regions from time to time.  They will champion your core business values.  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.
  2. Global Knowledge.
    To be an expert in a single country is not sufficient.  They will need to possess knowledge about how their solutions work globally. Do they understand the local applicable laws?  Do they know that effective leaders might require a somewhat different profile in China vs. U.S.?  A one-size-fits-all solution likely signals their lack of global awareness and global knowledge.
  3. Desire to Learn.
    When was the last time you found yourself stuck in a poorly managed program because the provider is a “done-it-all” and “know-it-all”?   They gave you a pre-employment test that was developed 20 years ago because it worked then.  That is a disaster waiting to happen.  Rather, you want to partner with an organization that asks a lot of questions.  Your partner should have a strong desire to learn in order to stay innovative in assessment measurement and technology.  They also need to have a desire to learn about your business so they can help you stay competitive globally.
  4. Ability to Adapt.
    The right partner will be flexible in how they deploy their technology, whether it is online or via traditional media such as paper and pencil for emerging countries.  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.

Does your talent program provider have the right mix of global intelligence?

Mavis Kung, Ph.D. Mavis Kung, Ph.D. is the Manager of Research and Development based in the Pittsburgh office of PSI. She focuses on conducting validation studies, acting as an internal technical expert on selection for project consultants and clients, analyzing assessment data to determine selection system effectiveness, validity, and fairness and providing recommendations for system improvement and development.