Operating a business in today’s global economy is anything but straightforward. And few things are as competitive now as finding the right talent, in the right place and at the right price.
Our philosophy at Strategic Staffing Solutions (S3) is direct: We are committed to providing our customers with access to talent in multiple locations around the world at various price points and time zones.
We have grown organically over our 30-plus years — not by chasing the lowest-cost options but by going where our customers need us. As they grow and expand their operations, their needs naturally become more complex. To answer those demands, S3 built a model that works across borders and time zones. We invest in local talent that can provide the skills and strategic thinking that our international clients increasingly want. We have learned many lessons along the way that a staffing firm of any size can adopt to ensure they stay ahead of the curve.
Customers’ needs. Listening to our customers and understanding their needs — as well as the markets where they operate — will pay more dividends in loyalty and efficiency than merely offering them standard solutions.
For decades, the global staffing status quo has been to go to markets where there is less expensive labor. The call centers and technology workforce hubs of India, Brazil and Mexico are familiar to any global business or customer. While they do supply a lower-cost labor force, chasing the low-cost option is increasingly not the best solution. Access to quality talent is now as important as cost of labor to many customers, so global sourcing strategies must adjust accordingly.
Case in point: One of S3’s multinational energy company customers was looking to minimize administrative costs and reduce the number of staffing firms it engaged. While other sourcing firms have continued to rely on India, Brazil and Mexico, S3’s response to identifying global talent, primarily IT engineers and BPO resources, was to expand to the Philippines and Argentina, which complements our decades of experience in Latvia, Lithuania and other European locations.
The experts. Become an expert at the fundamentals of global business. Investing in the infrastructure to support the practices, norms and rules in countries around the world will strengthen your ability to offer seamless and effective services.
Global talent acquisition requires a deep understanding of the local talent landscape as well as the unique needs and challenges faced by businesses in different time zones, countries and regions.
As such, talent acquisition should include a multifactor understanding of fundamental business practices related to your customers’ needs, including contract and labor law, the local and global legal landscape, technology and infrastructure development and unique cultural aspects of operating an international business. S3 has invested heavily in developing appropriate practices, policies and sharing information between sourcing teams so they are equipped to stay ahead of ever-shifting business norms around the globe.
Emerging tech. Diligently stay abreast of emerging technology. Equipping your team with the tools, training and experience on the latest software, platforms and trends will prove invaluable in the long run.
Much has been debated about the emergence of artificial intelligence in the global business. For example, in a recent report on the use of automation in staffing, SIA found that 94% of staffing firms were planning to use AI this year. To stay competitive, staffing leaders must confront this trend and become familiar with the advantages and pitfalls of emerging technology. While we incorporate AI into sourcing strategies, we must remain human-centered, nimble and strategic when delivering services that matter most to our customers.
Case in point: A British bank in 2022 turned to S3 last year with a list of highly technical roles it was looking to fill. It wanted candidates with specific skill sets that didn’t widely exist just a few short years ago — like cloud engineers, data scientists and information security analysts. Its hiring teams wanted to see candidates in four geographic locations who could operate as an integrated team, all for a competitive price. Our sourcing teams were able to deliver because we were up to date on the latest terms, requirements and technology.
By following the basic principles outlined here, you can position your staffing firm for success on the international business stage.
