Expanding into a new region can feel overwhelming for any organization—navigating different talent pools, cultural dynamics, and competitive pressures can make or break your success. But by tapping into the right talent, companies can transform these challenges into opportunities for sustainable growth.
Leading companies like Allianz, Haier, Microsoft, and Nucor are reshaping their industries by adopting open, adaptable organizational models that unleash the full potential of their workforce. These companies are reimagining strategies, focusing on workforce agility, and delivering greater value to all stakeholders through a more fluid, collaborative approach.
One of the most powerful tools for this transformation is Aura’s Workforce Intelligence Platform. By leveraging real-time data from over 1 billion workforce data points, Aura helps companies map their current workforce, identify new and required skills, assess local talent pools, and make data-driven decisions for talent acquisition, management, and development. With insights into hiring trends, skill gaps, sentiment, and workforce agility, Aura empowers business leaders to strategize effectively as they expand into new regions.
This article will explore key strategies for sizing up skills in new regions, providing insights into career development, talent acquisition, and how HR and consulting teams can optimize their talent to meet the growing demand for new skills.
Before entering a new talent market, companies must thoroughly understand their own workforce. Conducting a skills inventory helps map out current employee capabilities and identify skills gaps that may hinder the company’s ability to meet future objectives. This process enables business leaders to assess critical roles already filled internally and those that may need external recruitment, clarifying which skills are most needed to support strategic goals.
A skills inventory reveals your organization's current strengths and highlights future opportunities for growth. By understanding your talent landscape, you're empowered to make strategic decisions that align with your long-term vision, setting your company up for success in new markets.
Ultimately, understanding one's own talent ensures that the organization is better prepared to target the right skills in new markets. This internal clarity forms the basis for more strategic talent acquisition or organizational adjustment, ensuring that any new hires align with both current and future business needs and setting the stage for successful expansion.
The first step in identifying talent in a new region is conducting a thorough talent market analysis to understand the availability of key skills and the overall market conditions. Start by using data-driven tools like Aura to gather insights into regional talent supply, including the distribution of relevant skills, the demand for specific roles, and the overall competition for talent. Tools like labor market analytics platforms or local recruitment data can help you pinpoint areas rich in talent while identifying barriers such as limited availability or high salary expectations.
Next, companies should conduct a competitive analysis to understand how other regional businesses are attracting talent. This includes examining compensation packages, benefits, and hiring practices. By benchmarking your own offerings against the competition, you can refine your talent acquisition strategy to better appeal to local candidates.
Finally, assess the normal career paths and skills development opportunities available and/or expected within the region. Work with local industry groups, universities, and government agencies to identify potential partnerships that can support long-term development, training programs, and upskilling initiatives. This not only helps attract talent but also ensures the workforce in the region evolves alongside your company’s needs.
While external talent is crucial for expansion, recognizing and promoting internal candidates is just as important for forward momentum. Internal mobility is a powerful strategy for business leaders looking to develop their workforce. A strong internal talent marketplace allows employees to explore new career paths within the company, contributing to career growth and overall workforce agility.
By creating a culture of experiential learning, organizations can ensure that their employees are continually building new skills. This is especially important as companies expand into new regions, where they may face unique challenges requiring a broader skill set. Encouraging internal mobility also reduces the cost and time associated with talent acquisition while enhancing employee engagement by offering employees a clear vision for their next career move.
In this new world of work, visibility into internal mobility opportunities benefits employees and allows managers to assign the right talent to the right roles. Internal candidates who already understand the company culture and projects can often step into critical roles more efficiently than external hires.
Examining Company Departments by Region with Aura
Workforce agility is key to success in any organization, especially those entering new markets. Career development programs focusing on skills development and career growth empower employees and help companies remain competitive. Business leaders must focus on creating career advancement pathways that align with company goals and individual employee interests. This may involve formal training programs, experiential learning initiatives, and mentorship opportunities encouraging employees to pursue new skills and tackle new challenges.
By investing in career development and experiential learning, organizations can build a flexible, adaptable workforce capable of navigating changing market conditions. Employees who feel they have a clear career path within the organization are likelier to stay engaged and invested in their company’s success.
Business leaders must create a culture prioritizing learning and development to ensure long-term success, especially when employing people regionally and globally. Employees need access to training programs that enhance their current capabilities and prepare them for future roles. HR teams can be crucial in identifying learning opportunities and working with managers to implement these programs across the organization.
Creating a strong internal talent marketplace where employees can take charge of their own career development also promotes liberty and autonomy in the workplace. This can help break down barriers and encourage employees to explore different career paths, leading to a more engaged and productive workforce.
Moreover, companies must ensure that internal mobility is part of their overall talent strategy as they expand. Offering career growth opportunities within the organization enhances employee engagement, reduces turnover, and ensures that the right people are in the right roles at the right time. In today’s competitive talent market, organizations that prioritize skills development and workforce agility will thrive.
Partner with local universities and training institutions: These partnerships allow businesses to tap into the pipeline of emerging talent and contribute to skills development programs tailored to industry needs. Engaging with these institutions early helps you secure access to fresh talent while supporting career growth initiatives.
Join local industry groups and networks: By becoming active members of regional industry associations, companies gain direct access to talent pools, insights into competitor strategies, and the chance to share best practices. This helps them stay ahead of market trends and adapt their talent acquisition strategies to fit the local context.
Leverage local job boards and recruitment platforms: Identify the most popular platforms in the region, as these will give you access to talent actively searching for jobs. Tailor your job postings to highlight the skills your company is seeking while positioning your business as a desirable employer by promoting company culture and career development opportunities.
Collaborate with local government agencies and workforce development programs: Many regions have government-sponsored programs that help businesses recruit local talent and provide incentives for hiring in-demand skills. These collaborations can reduce costs, expedite hiring, and align your company with local economic development goals.
Host community engagement events: Organize local job fairs, workshops, or networking events where potential candidates can meet with your HR teams. This not only boosts your brand’s visibility in the local talent market, but also fosters relationships with candidates who may not be actively job searching.
Tapping into local talent marketplaces allows businesses to see how other leading organizations are addressing their workforce challenges. By continuously engaging with local institutions and organizations, companies can more effectively break into new markets, align themselves with local workforce dynamics, and position themselves as top employers. Promoting partnerships supporting skills development and career growth helps create long-term relationships that benefit your organization and the local community.
Sizing up the talent market in new regions is a multifaceted challenge, but with Aura’s Workforce Intelligence Platform, business leaders can make informed decisions based on real-time, actionable data. By focusing on both external and internal candidates, fostering career development opportunities, and leveraging Aura’s insights, companies can position themselves to thrive in a competitive new business world.
Ready to unlock the full potential of your workforce? Explore how Aura can help your organization create a future-ready workforce and tap into the best talent available for your next growth phase.