fidelity-employment

Expanding Horizons: Building Inclusive Workforce Cultures in a Global Talent Pool

Wed, 10 Dec 2025 17:44:58 GMT

Expanding Horizons: Building Inclusive Workforce Cultures in a Global Talent Pool

When the COVID-19 pandemic forced employers to embrace remote work, it also created a global hiring trend that will continue into 2025. Now, companies can tap into a larger talent pool that doesn’t have many geographical restrictions. Talent management professionals can recruit the best candidates regardless of location.

While global hiring offers several benefits, it also forces companies to build more inclusive workforce cultures that appeal to people from diverse regions. Building more inclusive workforce cultures can challenge many organizations, but it’s essential to success when you take advantage of this 2025 staffing trend. Keep reading to learn more about the benefits of global hiring and how you can align policies across regions to make everyone feel welcome.

The Rise of the Global Talent Pool

World Economic Forum notes that embracing the global talent pool helps future-proof organizations. By turning to talent hubs outside of their geographic regions, companies can:

Hire bilingual employees, making it possible to reach new customers around the globe
Save money by hiring people in areas with lower living costs
Overcome the talent gap that plagues many businesses

Cloud technology makes it possible to connect with global talent. Not surprisingly, companies invested a lot of money in cloud services during the pandemic’s height. As long as a job doesn’t require on-site work, it often makes sense for companies to hire remote employees who can contribute via the cloud.

Of course, organizations will face challenges as they adopt this 2025 staffing trend. For example, the U.S. and many other countries have embargos that prevent employers from working with people in certain jurisdictions. Sanctions aren’t always as simple as “you can’t hire people in Cuba,” though. Some embargos will let you hire people with specific skills. It’s a complicated matter, so it’s best to consult with an expert.

Other potential challenges include:

Time differences that make it difficult for some team members to collaborate with coworkers
Language, dialect, and accent differences that can interfere with communication
Local customs and holidays that force teams to work around complicated schedules

It’s possible to overcome all of these challenges, but doing so requires a strategic approach that respects diverse cultures.

The Need for Inclusive Workforce Cultures

An inclusive workforce culture takes steps toward solving many of the cultural challenges businesses face when they hire global talent. Inclusive workforce cultures typically emphasize the value of talent regardless of the person’s religion, nationality, gender, ethnicity, sexual orientation, or socio-economic position.

As you recruit people from more cultures, though, you might need to dive deeper into the values that people hold dear. What happens when one employee’s culture clashes with another employee’s? How can you find a balance that values each person while celebrating the traits that make them unique?

HR has an enormous role to play here. More often than not, HR needs to address minor issues before they can disrupt the overall company culture. Successful strategies might include:

Meeting with individual employees to explain the importance of respecting cultural mores (even when they disagree with them)
Establishing processes that bring issues to light before confrontations occur
Emphasizing the benefits of working in a diverse workplace that values each person’s contributions
Training employees so they learn how to communicate with each other respectfully

Aligning Handbooks and Policies Across Regions

Organizations with global workforces need to retain their core values while adapting to regional norms and expectations. It’s a challenging situation, but employers can position themselves for success by:

Identifying and communicating core values
Researching legal obligations that apply to specific regions
Understanding how cultures influence factors like paid time off and working hours
Maintaining a consistent message throughout all communications
Explaining why the company has chosen to adopt policies
Rolling out any changes in phases to test reactions from smaller groups before introducing them to the entire workforce
Providing training programs that help all employees understand and follow policies
Establishing a process for handling any legal or cultural compliance issues

Cultivating a Unified Experience

HR doesn’t have complete control over how the company communicates and enforces policies while following these 2025 staffing trends. Managers often play a crucial role because they have frequent contact with team members. Talent management professionals within the company can help ensure success by training managers how to lead inclusively. Training programs should ensure that managers understand how to communicate with diverse teams while following the company’s core values.

Other opportunities for cultivating a unified experience include:

Adopting a human resource information system (HRIS) to streamline processes and ensure all employees receive inclusivity training.
Holding cultural sensitivity seminars that introduce employees to lifestyles that they might not already know.
Keeping communications consistent across guidebooks, policies, publications, and other communications.
Maintaining an “open door” policy for anyone who has questions or concerns.

Stay Ahead of Employment Trends

Global hiring has the potential to reshape how companies and professionals accomplish tasks. It is, however, a complicated subject that requires plenty of forethought and planning.

Stay ahead of this and other 2025 staffing trends by following MRI Network .

Placing the right individuals in the right roles.

Wed, 10 Dec 2025 17:29:09 GMT

Placing the right individuals in the right roles.

M any things determine a company’s success

Great leadership
Great decisions
Great work
Great people

Everything relies upon having the right individuals in the right roles. Our services span a range of recruitment models to find you the difference makers that accelerate the rest.

Our Capabilities.

Executive Search 01 / 06

Your leaders set the tone for the entire business, so executive recruitment is a high-stakes event that requires thorough due diligence and careful planning. We’ll work with you to outline the mission, outcomes, and competencies you require for this executive hire, advise on critical components like compensation packages and relocation assistance, and then vet our network to find diverse, qualified candidates that will be seamless additions to your company and culture. We can also assist with transitions and onboarding preparations.

Retained Search 02 / 06

We can find long-term talent for every level of your organization, from mid-level managers to senior staff to specialists in niche roles. We use discretion, the latest market insights and technology, and our deep database of candidates to fulfill your ongoing recruiting needs. Your dedicated investment means your search is our top priority, giving you access to first-choice candidates before someone else.

Engaged Search 03 / 06

Engaged search is a great option for companies that want a hybrid model, with dedicated resources but fewer upfront costs. If you need to make multiple hires quickly, or you’re looking for more senior-level team members, this approach may be right for you.

Contingency Search 04 / 06

We also offer more flexible models for employers who have more time to manage recruiters and candidates themselves and want to invite multiple recruiters to participate in an effort to source talent. This is best for easy-to-find skills-sets.

Contract Staffing & Interim Placements 05 / 06

The rise of the gig economy and hybrid work models have changed perceptions of contract work — from specialized roles to senior executives. When you need short-term talent, whether to bridge a critical gap or stay nimble during an important transition, we can move quickly to make sure you’re covered.

Talent Strategy & Employer Branding 06 / 06

Employers must strike the right balance between talent acquisition and retention. On both sides, having a strong hiring brand and company culture makes a world of difference. Our advisors bring a keen eye and discerning approach to your overall brand and hiring process, weighing in on your communication touchpoints, interview process, negotiation tactics, employee onboarding, and more.

Let’s get started.

Improving Results with Retained & Engaged Search

Wed, 10 Dec 2025 17:19:01 GMT

Improving Results with Retained & Engaged Search

Talent is in short supply these days, there’s no denying it. As organizations scramble to fill new positions and close turnover gaps, hiring managers, HR departments, and search firms are inundated with work. Whereas many recruiting businesses operated on a contingency basis just two years ago, changing times demand a new approach. Many are now moving to retained and engaged search.

The terms “retained search,” “contingency recruiting,” and “engaged search” can be confusing, particularly if you’ve only pursued one model, or if you are working with a recruiter for the first time. Each model offers its own benefits, and has its own place and time — so it’s important to weigh the pros and cons for your unique business situation and industry. Read on for insights from MRINetwork search firm leaders, to demystify the different types of engagement, and decide which is better for you in today’s “here today, gone tomorrow” market.

“You can’t plan for yesterday. We’ve taken a forward approach — what do our clients need today, and how can we best serve them?”
- Gordon Schmidt, Managing Director at Quest Talent Solutions

Contingency vs. Retained vs. Engaged Recruiting

How does retained search compare to contingency or engaged recruiting? Each recruiting model takes a slightly different approach, with different pros and cons to each. Contingency is typically best for employers who have more time to manage recruiters and candidates, and who prefer not to pay upfront for dedicated resources.

Retained and engaged search are best suited for organizations that need to make multiple hires quickly, particularly for advanced and senior-level skill sets. With retained and engaged recruiting, you gain peace of mind partnering with recruiters who know your organization, process, and hiring managers, and who have set aside dedicated time and resources.

A Quick Comparison for Employers & Hiring Managers

Why Move to Retained or Engaged Search?

In today’s red hot labor market, retained and engaged search can help you to secure sought-after talent more quickly and effectively. Jeremy Vanselous, President at The Search Works Group , and Gordon Schmidt, Managing Director at Quest Talent Solutions , offer insights on what the move has meant to their clients — and what a similar move may mean for you.

Dedicated time and resources: Whereas contingency recruiting puts your opportunities in the middle of a pack, retained and engaged move it to the top of the leaderboard. Investing in and committing to your hiring opportunities is a win-win for your company and the candidates you seek to engage.
Less time to fill: Today’s tight labor market demands rapid speed and action. Engaged and retained search allow recruiters to increase velocity and achieve more faster.
Improved quality: With multiple offers and remote work arrangements, every hiring organization is facing increased competition — not only from direct competitors but also from other companies that employ similar skills sets. Retained search increases your chances of securing first-choice candidates before someone else does.

As part of MRI Network, Vanselous and Schmidt also have access to a global network of more than 300 search firms worldwide, widening the talent pool for their clients in any recruiting engagement, without having to engage and manage multiple firms.

Save money in the long run: Contingent recruiting doesn’t require an upfront fee, but it can cost more in the long run when key positions remain unfilled. With retained and engaged search, you’re able to reduce risk of lost opportunity cost while also spreading costs across multiple P&Ls.
Guaranteed milestones: Given dedicated time and resources, recruiters are able to map out a plan for success. Set things up for success with clear milestones and onramps for success.
Enduring relationships: The most trusted relationships often bloom from retained and engaged search arrangements. Moving to a relationship where both sides are committed can lead to stronger, more enduring partnerships that elevate trust, communication, and success.

The Right Model for You

MRI Network search firms work hard for you and your business. In this market, retained and engaged search often provide better results for your business. Speak with your recruiting partner today about your industry and needs, and the advantages of retained or engaged relationships. Shifting your mindset may just change the future of your business.

How learning & development can help you attract and retain talent

Wed, 10 Dec 2025 17:00:56 GMT

How learning & development can help you attract and retain talent

The pandemic has caused millions of people to quit their jobs , leaving companies scrambling to find ways to hold on to their top employees and attract new ones. In addition to compensation, benefits and flexibility, learning and development (L&D) programs can be an appealing benefit. In fact, skills training is one of the top perks younger workers look for in a new job, according to a Gallup survey conducted on behalf of Amazon. In that survey, 66 percent of workers ages 18-24 ranked learning new skills as the

third-most important perk when evaluating new job opportunities, behind only health insurance and disability benefits.

Here are some best practices to successfully leverage learning and development as hiring and retention tools:

Evaluate the needs of the organization and the employees. Don’t start developing a training program without considering the skills gap. First take a hard look at the weaknesses and strengths of your staff – what skills do they lack and would help them improve productivity and advance professionally. Begin by surveying employees about their training interests and interviewing managers to find out what skills are needed and how management can better support them.

Customize training. You don’t have to organize expensive offsite training events. Rather, aim for focused micro-learning opportunities, which can include short videos, online training and mentoring sessions. Let your employees choose the kind of training that makes sense for their role and professional development. Offer the training they need for their career progression in the format that matches their learning style.

Promote your culture. Your L&D programs give you an excellent opportunity to send a strong message about your organization’s culture. In addition to signaling how much the company values education and growth for its employees, you are creating an environment where your employees feel welcome at work – and that can help you retain talent and attract new hires. An added benefit is that your current employees can even aid in finding those new hires by recommending the company to other people.

L&D might seem like something too expensive and time-consuming, especially for smaller companies. But the reality is that training is more affordable than ever, and its benefits do not have to do with business size. In a world where workers, especially those from younger generations, want to see an obvious path to advancement and growth, it’s not an opportunity you can afford to pass up.

fidelity-employment

Expanding Horizons: Building Inclusive Workforce Cultures in a Global Talent Pool

Expanding Horizons: Building Inclusive Workforce Cultures in a Global Talent Pool ﻿

The Need for Inclusive Workforce Cultures

Aligning Handbooks and Policies Across Regions

Cultivating a Unified Experience

Stay Ahead of Employment Trends

Placing the right individuals in the right roles.

Placing the right individuals in the right roles.

Our Capabilities.

Let’s get started.

Improving Results with Retained & Engaged Search

Improving Results with Retained & Engaged Search ﻿

A Quick Comparison for Employers & Hiring Managers

Why Move to Retained or Engaged Search?

The Right Model for You

How learning & development can help you attract and retain talent

How learning & development can help you attract and retain talent ﻿

Expanding Horizons: Building Inclusive Workforce Cultures in a Global Talent Pool

Improving Results with Retained & Engaged Search

How learning & development can help you attract and retain talent