The 10 Most Influential Talent Acquisition Leaders to Follow, 2023

VOL 04 I ISSUE 14 I 2023 Comprehensive A?ributes 5 Ways to Build a Strong Employer Brand and A?ract Top Talent Elements and Fundamentals The Importance of Diversity and Inclusion in Talent Acquisi?on The Most Influential Talent Leaders Acquisition to Follow, 2023 David David Crawford Crawford Making Hiring Easy

www.ciolook.com Leadership being It is about making everyone is not about the best. else better.

Plethora of Incredible Traits T Editor’s Note T increasingly critical to organizational success. Influential leaders are strategic thinkers who can align initiatives with the overall business strategy. They understand the big picture and can identify ways to drive business outcomes. he field of Talent Acquisition has evolved significantly over the years, and with that evolution, the role of leaders has become Moreover, the most influential leaders possess a unique combination of strategic thinking, strong communication skills, adaptability, data-driven decision-making, collaboration, innovation, and empathy. These qualities enable them to be effective in their roles and drive business outcomes. Mapping the journey of such exemplary leaders in the talent acquisition niche of the dynamic business arena, CIOLook spotlights “The 10 Most Influential Talent Acquisition Leaders to Follow, 2023.” Effective communication is a critical skill for leaders in talent acquisition. They must be able to communicate with all levels of the organization, including senior leaders, managers, and employees. The most influential leaders are adaptable and can quickly respond to changes in the business environment. They are flexible in their approach and are willing to adjust their strategies as needed. Data is becoming increasingly important in talent acquisition, and leaders understand the value of data-driven decision-making. Flip through the pages and indulge in the novelties that these adept leaders are empowering in the dynamic business arena. They use data to inform their strategies and initiatives and can effectively communicate the insights derived from data to stakeholders. Leaders must be collaborative and able to work across different departments and teams. They must be able to build relationships and partnerships to drive initiatives. Influential leaders are innovative and continuously seek out new ways to improve processes and practices. They are not afraid to take risks and experiment with new ideas. Abhishek Joshi The most influential leaders are empathetic and can connect with employees on a personal level. They understand the importance of employee well-being and are committed to creating a positive workplace culture.

Cov Contents Profiles Story Page No. 20 Page No. 08 Articles Page No. David Crawford 14 Comprehensive A?ributes 5 Ways to Build a Strong Employer Brand and A?ract Top Talent Making Hiring Easy Page No. Elements and Fundamentals The Importance of Diversity and Inclusion in Talent Acquisi?on 24

Pooja M Bansal Editor-in-Chief Company Name Featured Person Brief Brandy delivers exceptional results through broad-based human resources expertise, business operations proficiency, strategic planning, leadership of strategic change initiatives and talent management. Brandy Sislow Senior Human Resources Executive Kendra Scott kendrascott.com CONTENT FOLLOW US ON www.facebook.com/ciolook www.twitter.com/ciolook Deputy Editor Abhishek Joshi Managing Editor Muskan Kapoor Cissy Pau Principal Consultant Clear HR Consulting clearhrconsulting.com Cissy specializes in translating industry best practices into customized HR solutions suitable to each client's unique situation. WE ARE ALSO AVAILABLE ON DESIGN Visualizer Under Craig's leadership, milliken has been innovating with the purpose to explore, discover and create ways to enhance people’s lives. Craig Haydamack Senior Vice President, CHRO Milliken & Company milliken.com Art & Design Director Ankita Pandharpure Associate Designer Revati Badkas CONTACT US ON David implements his expertise in talent acquisition with his extensive market knowledge from decades of first-hand experience leading talent acquisition at premier institutions. Email info@ciolook.com For Subscription www.ciolook.com The Candidate Guru thecandidateguru.com David Crawford Founder SALES Senior Sales Manager Sihanee M., Rouniyar A. With years of experience and a keen eye for emerging trends, Destiny is able to identify the best candidates to help the company achieve its goal. Destiny Strickland Talent Acquisition Leader Dentsu Internaonal dentsu.com Customer Success Manager Simon Taylor Copyright © 2023 CIOLOOK, All rights reserved. The content and images used in this magazine should not be reproduced or transmitted in any form or by any means, electronic, mechanical, photocopying, recording or otherwise, without prior permission from CIOLOOK. Reprint rights remain solely with CIOLOOK. Sales Executives Shashi Rajbhar, Josh Abu Dhabi National Insurance Company adnic.ae Husam Mansour Chief Human Resources Officer Husam is an experienced CHRO with a demonstrated experience in Human Resources field. TECHNICAL Technical Head Prachi Mokashi Technical Consultant Victor Collins Mark remotely and legally employs Canadian workers in Canada who work for US companies without a Canadian subsidiary via our EOR (Employer of Record)/PEO (Professional Employer Organization) service. Marc Pavlopoulos Founder/HR Syndesus syndesus.com SME-SMO Research Analyst Eric Smith SEO Executive Sagar Lahigade Sunil Kumar Chief Human Resources Officer Frontline Logistics fllogistics.com Sunil has been delivering best Business Practises for the last 2 decades across multiple industry domains. Driven by his five-point customer pledge Terri aims to be trusted adviser, we provide innovative technology, quality services, and strategic partnerships that help practices grow profitably. Greenway Health greenwayhealth.com Terri Gonzale CHRO sales@ciolook.com Timothy Trodden Chief Human Resources Officer APRIL, 2023 Timothy is a senior executive and trusted advisor to C-suite teams with 25+ years driving business transformation through the following enterprise human resources Better Health Group betterhealthgroup.com

David David David Crawford Crawford Crawford Making Hiring Easy C O V E R S T O R Y

ith over 20 years of experience in the Talent W David Crawford discovered his passion for HR when he volunteered to work on HR projects within Finance. Enlighten us on how you have impacted the talent acquisition niche through your expertise in the market. Acquisition industry, despite a background in Economics and Management Accounting, I tend to be outspoken, which gets people talking. My impact on talent acquisition, especially recently, has grabbed the attention of practitioners not only in the industries where I have worked, but more broadly. That being said, it helps to receive public acknowledgement and affirmation from talent acquisition focused polling and research organizations. As the Founder of "The Candidate Guru," David implements his expertise in talent acquisition with his extensive market knowledge from decades of first-hand experience leading talent acquisition at premier institutions. We caught up with David to learn more about his professional journey and how he makes hiring easy for his clients. I also firmly believe that in the recruiting world, hearing from candidates who ultimately don't get hired, not just those who receive job offers, provides a more authentic sense of your process and how it works. Below are highlights of the interview: Describe in detail the values and the work culture that drive an organization. Brief our audience about your journey as a business leader and your current role as "The Candidate Guru." What challenges have you had to overcome to reach where you are today? Specific values and aspects of work culture are paramount: integrity, client focus, high-quality deliverables, relentless pursuit of meeting the goal, and establishing a trusting relationship are essential, regardless of economic conditions. I have been in the talent acquisition field for more than two decades. I'm not sure there is a traditional route for doing this work, but mine certainly hasn't been. I earned an undergraduate degree with a concentration in Economics and an MBA in Management Accounting. It's easy to celebrate and nod your head in agreement in good times, but the actual test is whether the culture persists in embracing those values in more challenging environments. Video interviews, both live stream and recorded, have significantly reduced the interview-to-hire timeline. Always fascinated with financial markets and Wall Street, I launched my career in Financial Operations, then moved over to the world of Finance and Accounting, supporting Sales and Trading Desks at one of the most prestigious and well-established global financial services firms. However, with all of these improvements, every component of the candidate and hiring manager's journey is worthy of constant review to ensure they enhance, rather than complicate, the experience. One question I ask routinely about steps in the hiring process is, "Is this a nice to have, or is this essential?" From my experience, what was considered a "nice to have" generally falls by the wayside after time and doesn't get used. Tell us something more about The Candidate Guru and your mission and vision. Undeniably, technology is playing a significant role in almost every sector. How are you leveraging technological advancements to make your solutions resourceful? Just recently, as a side gig, I began sharing advice on social media and talking about hot topics in talent acquisition, especially for hiring managers and candidates. In the early stage of my career, HR wasn't even on my radar. When, on a whim, I volunteered to get involved in HR projects within Finance, I was surprised to discover my preference for HR over Finance, and I have worked within the sector ever since. Technology has improved talent acquisition in so many ways. It wasn't so long ago when people mailed (with a postage stamp) cover letters and resumes. When seeking employment, job applications were paper- based forms. Writing these Candidate Guru posts has created an ongoing rapport and connection with a broader audience, not just with people I've known professionally over the years but also with strangers who seem to appreciate concise, direct, and real-world guidance. I hope my posts will assist candidates seeking employers and employers seeking candidates. What change would you like to bring to the HR industry if given a chance? What I bring to Talent Acquisition is emphasizing how important it is to understand the business being supported. Being credible and relevant to key stakeholders means knowing what's taking place in the external market and being able to use that insight when building an internal strategy. I find challenges of this sort fascinating—they've allowed me to contribute to the conversation as a "guru.” Available positions were advertised in newspapers and magazines. Not only do these things now sound archaic, but in minutes, from your smartphone, you can find a job, submit your resume, apply online, and receive confirmation that your information was received. If given a chance, a change that I would like to bring to the HR industry is to encourage people to think more broadly and expansively about talent. It's a shame that blind spots continue to narrow our options. Preconceived notions, history, past failures and successes, generalizations, and comfort levels severely restrict what's possible. My perspective comes from my extensive work history, managing recruiting at well-known companies and experiencing what has worked and what hasn't. Truthfully, my past mistakes have taught me more than my successes. Even better, now, some tools notify the job seeker about similar jobs that may be of interest. Interviews can get scheduled without even having to talk to anyone.

We don't always embrace fresh thinking and novel approaches when it comes to moving talent around. Therefore, asking ourselves tough questions about how we arrived at our conclusions and being open to challenging long-held beliefs, perhaps even suspending them to explore a range of possibilities, would bring new answers and ideas, hopefully leading to better outcomes. a range of talent acquisition topics that are genuinely exhilarating to my psyche: career development career mobility upskilling and re-skilling Coaching people on how to find the right job and Assisting employers on how to identify the right people to hire, which ultimately results in forming a diverse and cohesive team. Ÿ Ÿ Ÿ Ÿ Ÿ What, according to you, could be the next significant change in the HR sector? What could be more exciting than that? The most significant change noted in HR recently has been referred to, in a catchy way, as "The Great Resignation." However, I see a fundamental relationship taking place in the workplace, to a greater effect, that I refer to as "The Great Reflection." In today's professional environment, people feel empowered to insist on limits on what they will accept and won't tolerate. In the long run, who knows where this will go? But one thing for sure is that I'm having a blast on social media sharing two-minute tips for candidates and hiring managers. These segments seem to resonate with people. Topics have included salary negotiation, dealing with resume inflation (embellishment), the most popular day of the week to apply for a job, and how to make the best hiring decision among a short list of finalists. This emboldened stance vastly differs from the traditional employer-employee framework, which continues to be challenged by this new push-pull dynamic on both sides. I think we're going to see more savvy employers responding in more meaningful ways to employee engagement. What's shocking to me is the number of people who stop me in the street to tell me how much they appreciate and look forward to my posts. Having a sense of humor helps—I can't take myself too seriously when doing this. Engagement should be measured more frequently, as a pulse check, to understand employees' desires. In today's workplace, employees want their voices considered when determining what and how work is done. What would you advise budding entrepreneurs who aspire to venture into the HR sector? My advice to budding entrepreneurs who aspire to venture into the HR sector is to know what you're talking about. Just having a good idea isn't sufficient to make you successful. Organizations that can listen and respond well will make better decisions overall and will achieve better outcomes, higher customer satisfaction, and better financial results than previously. Leadership doesn't always have to mean the nucleus at the top driving everything. Instead, senior leadership should be anchors of humility, openness, trust, action-oriented behavior, and setting the tone for the organization. You have to be genuinely credible, which translates into having an abundance of real-life stories to reference from personal experience, data, and research. I think a little gray hair helps, too, though in my case, you've got to look hard to see what's left of it. Where do you envision yourself in the long run, and what are your goals for "The Candidate Guru"? The Candidate Guru started as something fun to do, as a continuation of what I was talking about when invited to speak at conferences. This platform has provided me the opportunity to connect and re-connect with people on

5 Ways to Build a and Attract Top Talent Strong Employer Brand I gaining a competitive edge and luring the best candidates. An employer brand reflects an organization's reputation as an employer and the perception of current and potential employees. n today's competitive job market, attracting and retaining top talent has become a challenging task for employers. A strong employer brand is crucial in Work-life balance: Emphasize the work-life balance initiatives and flexible work arrangements that contribute to employee well-being. Recognition and rewards: Communicate the recognition and reward systems in place to appreciate employee contributions and foster a sense of accomplishment. Ÿ Comprehensive Attributes Ÿ Craft Engaging Employer Branding Content: In this article, we will explore five effective ways to build a robust employer brand and attract top talent to your organization. Effective employer branding content helps potential candidates understand your organization's values and work environment. Consider implementing the following strategies: Employee testimonials: Feature stories and testimonials from current employees, showcasing their experiences, career growth, and satisfaction working at your company. Video content: Utilize videos to provide a virtual office tour, employee interviews, and day-in-the-life narratives, offering an authentic glimpse into your company's culture. Social media presence: Maintain an active and engaging presence on social media platforms to share updates, company events, and employee accomplishments. Ÿ Define Your Employer Value Proposition (EVP): Ÿ An EVP represents the unique benefits and offerings that set your organization apart as an employer of choice. To develop a compelling EVP, consider the following: Ÿ Company culture: Highlight the values, mission, and workplace culture that align with the aspirations of potential candidates. Career growth opportunities: Showcase the professional development programs, mentoring, and training opportunities that your organization provides to employees. Ÿ Ÿ Ÿ April 202 | 3 14 | www. ciolook.com April 202 | 3 15 | www. ciolook.com

Prioritize Candidate Experience: Employee resource groups: Establish employee resource groups (ERGs) to support and empower underrepresented employees, creating a more inclusive workplace. Ÿ Subscribe Subscribe Today Today Today Today A positive candidate experience not only leaves a lasting impression but also contributes to your employer brand. Focus on the following elements to enhance candidate experience: Streamlined application process: Simplify the application process to reduce friction and make it user- friendly for candidates. Personalized communication: Provide timely and personalized communication at each stage of the recruitment process to keep candidates engaged and informed. Feedback and closure: Offer feedback to candidates, even if they aren't selected, and ensure a smooth and respectful closure to the application process. Ÿ Building a strong employer brand is an ongoing process that requires consistent effort and dedication. By defining your EVP, crafting engaging content, prioritizing candidate experience, fostering employee advocacy, and embracing diversity and inclusion, your organization can attract top talent and become an employer of choice in the competitive job market. A robust employer brand not only helps you attract the best candidates but also fosters employee loyalty, engagement, and long-term success for your organization. Remember that a strong employer brand is an investment that pays dividends in the form of talented, motivated, and dedicated employees who contribute to your company's growth and success. Ÿ Ÿ Ÿ CHOOSE OUR SUBSCRIPTION Foster Employee Advocacy: Encourage your employees to be brand advocates and ambassadors, as their satisfaction can significantly impact your employer brand. Here's how you can foster employee advocacy: Employee referral programs: Implement referral programs that incentivize employees to recommend potential candidates from their network. Internal communication: Keep employees informed about organizational developments and involve them in decision-making processes when possible. Encourage social sharing: Encourage employees to share positive experiences and achievements on their personal social media platforms, amplifying your employer brand. 1 Year 12 Issues $250 6 Months 6 Issues $130 Ÿ Ÿ Ÿ 3 Months 3 Issues $70 1 Month 1 Issue $25 Ÿ Embrace Diversity and Inclusion: Stay in the known. Subscribe to CIOLOOK Get CIOLOOK Magazine in print, and digital on www.ciolook.com Promoting a diverse and inclusive work environment not only strengthens your employer brand but also attracts top talent. To promote diversity and inclusion: Inclusive hiring practices: Review and revise hiring practices to ensure they are inclusive, bias-free, and promote equal opportunities for all candidates. Diverse leadership: Encourage diversity in leadership positions, as this demonstrates your commitment to fostering an inclusive culture. Ÿ Ÿ Ÿ April 202 | 3 16 | www. ciolook.com

Des?ny Strickland Talent Acquisi?on Leader Dentsu Interna?onal T companies need to stay ahead of the curve to succeed in the competitive landscape. That’s where a talented and strategic talent acquisition can influence the sector widely. Harmonizing competency through talent acquisition can be instrumental to an organization’s success due to greater ability and competency. This is facilitated by the understanding of the importance of having a skilled team. he constant evolution of the Media industry is promoting the emergence of new platforms and technologies in the picture. As a result, My career journey started in technical staffing and has taken me through various industries, including professional services and healthcare, and I am currently going to Dentsu, an integrated media company. Having worked through the financial crisis of 2008 and being in the healthcare industry during the COVID pandemic were some of the most challenging times in my career. But these challenges also brought an immense amount of learning and reward. In 15 years of talent acquisition, I have had the opportunity to explore every aspect of the process. However, my passion for building and transforming teams to achieve high-performance outcomes with optimal operational effectiveness lingered during the course. My career has allowed me to work across multiple industries, the most challenging being the healthcare sector during a pandemic. The exceptional and resourceful leader identifying, navigating and ensuring the incorporation of skills and expertise at Dentsu is Destiny Strickland (Talent Acquisition Leader). With years of experience and a keen eye for emerging trends, she is able to identify the best candidates to help the company achieve its goal. Destiny is passionately guiding candidates to share company values and vision supporting a growth- oriented future. of dedicated professionals working across four regions namely - Japan, the Americas, EMEA and APAC. Dentsu combines Japanese innovation with a diverse and global perspective to drive client growth and shape society. Dentsu Group Inc. websites: https://www.group.dentsu.com/en/and https://www.dentsu.com/ Our talent acquisition team was challenged with recruiting and redeploying staff during a state of unknown. But it was also one of the proudest moments as a leader as they showed up, did their best and delivered world-class results. Dentsu offers a simplistic approach to help brands capture opportunities that might come across in the future. They are committed to creating new paths to growth in a sustainable and responsible way, using their insights to connect brand, content, commerce, and experience. Tell us something more about your company and its mission and vision. Dentsu is the network designed for what’s next, helping clients predict and plan for disruptive future opportunities and create new paths to growth in a sustainable economy. Taking a people-centered approach to business transformation, we use insights to connect brand, content, commerce and experience underpinned by modern creativity. As part of Dentsu Group Inc., we are headquartered in Tokyo, Japan with a 65,000-strong employee base Ÿ We at CIOLook, interviewed Destiny to understand her outlook on talent acquisition in media services. Mission: Let’s delve into the insights of the interview: Ÿ Dentsu's mission is to "Innovate the Way Brands Are Built" by delivering value to clients through integrated communication services that combine various marketing disciplines, digital technologies, and creativity. Dentsu aims to create new value for clients Brief our audience about your journey as a business leader until your current position at Dentsu. What challenges have you had to overcome to reach where you are today? Ÿ April 2023 | 20 | www.ciolook.com April 2023 | 21 | www.ciolook.com

and contribute to society by building strong, long- lasting relationships with its stakeholders, including clients, employees, shareholders, and communities. Leveraging tools to expedite key points in the process for candidates, such as self-scheduling for interviews provide direct access and control of the process for the candidates while maintaining a high-touch process. Vision: One area where technology is transforming Dentsu's operations is in the field of human resources (HR). Dentsu is leveraging technology to improve HR processes, increase efficiency, and enhance the employee experience. For example, the organization has implemented a range of HR technologies, including cloud-based HR platforms, automated performance management systems, and advanced data analytics tools. This is due to the approach to be employee- centric, data-driven, and efficient in operations. Dentsu's vision is to become the "Most Integrated Communication Service Provider in the World" by leveraging its unique strengths, including its global network, data-driven insights, and creativity. Dentsu aims to be a company that is trusted and valued by its clients, as well as a company that attracts and retains the best talent in the industry. Additionally, Dentsu seeks to make a positive impact on society through its corporate social responsibility activities and by contributing to the achievement of the United Nations' Sustainable Development Goals. These technologies enable Dentsu to collect and analyze large amounts of employee data, which helps the company identify patterns and trends related to employee engagement, performance, and retention. Enlighten us on how you have impacted the talent acquisition niche through your expertise in the market. Using data to inform HR decisions makes them more informed decisions about talent acquisition and development, as well as identifies opportunities for improving the employee experience. Using data to provide insights on how to improve process improvements that lead to a more positive candidate and hiring experience is my passion. This is the area I have made an impact on in the talent acquisition field. When we can impact the experience people have in their recruitment process it directly implies, we will hire higher quality talent that are committed long-term to support the growth of the organization. In addition, Dentsu is using technology to facilitate communication and collaboration between employees, regardless of their physical location. This includes the use of virtual collaboration tools, such as video conferencing and instant messaging platforms, to facilitate real-time communication and collaboration. Describe in detail the values and the work culture that drives your organization. Where do you envision yourself to be in the long run, and what are your future goals for Dentsu? Dentsu is a radically collaborative organization and believes all team members can lead. When we work and bring ideas together, we create high-quality outcomes for clients and are a force for good. This also reflects Dentsu fosters a culture of collaboration, empowering every team member to contribute and take on leadership roles. By working together and sharing ideas, the employees are able to deliver exceptional results for clients and make a positive impact. Continuing to add value to our people at Dentsu and contributing to the Talent Acquisition profession across industries. What would be your advice to budding entrepreneurs who aspire to venture into the talent acquisition sector? Understand the market by identifying current market conditions across industries, the gaps and challenges in the existing talent acquisition process and tailor your services accordingly. Undeniably, technology is playing a significant role in almost every sector. How are you leveraging technological advancements to make your solutions resourceful and how it will help the HR industry transform? April 2023 | 22 | www.ciolook.com

I merely focusing on skills and experience is no longer enough to build high-performing teams. The emphasis on diversity and inclusion has become a critical aspect of talent acquisition strategies. Embracing diversity in the workplace not only fosters a more inclusive environment but also unlocks a multitude of benefits that positively impact the organization as a whole. This article explores the significance of diversity and inclusion in talent acquisition and its undeniable impact on business success. Expanding Market Reach and Customer Base n today's competitive business landscape, organizations strive to attract and retain top talent that can drive innovation, growth, and success. However, Diverse teams not only contribute to innovation within the company but also enhance the organization's ability to understand and connect with diverse customer bases. Having a workforce that reflects the diverse demographics of their target markets allows companies to build stronger relationships with customers and tailor products and services to meet their specific needs. As a result, diverse and inclusive talent acquisition strategies can contribute to increased customer loyalty and market share. THE Importanceof Diversity in Talent Acquisition Diversity and Inclusion Talent Acquisition Inclusion Boosting Employee Engagement and Retention Embracing Diversity for Enhanced Creativity and Innovation A diverse and inclusive workplace fosters a sense of belonging and psychological safety among employees. When individuals feel valued and respected for who they are, they are more likely to be engaged in their work, leading to increased productivity and job satisfaction. Moreover, companies that prioritize diversity and inclusion tend to experience higher employee retention rates. Employees are more likely to stay with an organization that respects their identities and provides opportunities for growth and advancement. Diverse teams bring together individuals with unique perspectives, experiences, and backgrounds. Such diversity sparks creativity and innovation by encouraging the exchange of fresh ideas and problem-solving approaches. When people from different walks of life collaborate, they can draw on a broader pool of knowledge and insights, leading to more robust decision-making processes. Companies that prioritize diversity in talent acquisition can tap into this wealth of creativity, gaining a competitive advantage in their respective industries. Mitigating Unconscious Bias in the Hiring Process Strengthening the Organization's Reputation Unconscious bias can inadvertently creep into the talent acquisition process, leading to the unintentional exclusion of qualified candidates from underrepresented groups. By actively seeking diversity in the candidate pool, organizations can counteract these biases and build a fair and equitable hiring process. Implementing inclusive practices, such as blind resume reviews or diverse interview panels, can help create a level playing field and ensure that talent is evaluated solely based on merit. In a socially conscious era, consumers and potential employees are increasingly drawn to companies that prioritize diversity and inclusion. Organizations that actively promote diversity in their workforce send a positive message to the market, demonstrating their commitment to fairness and equality. A strong reputation for diversity and inclusion can attract top talent, as prospective employees seek out inclusive workplaces that value their unique contributions and perspectives. April 2023 | 24 | www.ciolook.com April 2023 | 25 | www.ciolook.com

Compliance with Regulatory and Ethical Standards Enhancing Global Business Operations Many countries and regions have enacted laws and regulations that promote diversity and inclusion in the workplace. Failure to adhere to these standards can result in legal repercussions and damage to the organization's reputation. By embracing diversity in talent acquisition, companies not only comply with legal requirements but also demonstrate a commitment to ethical and socially responsible business practices. For organizations operating on a global scale, having a diverse workforce is essential for effective international expansion. Different cultures, languages, and customs require a diverse pool of talent with an understanding of local markets. Inclusive talent acquisition practices ensure that teams possess the cultural intelligence and sensitivity needed to engage effectively with clients, partners, and stakeholders worldwide. Driving Financial Performance Encouraging Employee Empowerment and Leadership Development Numerous studies have shown a strong correlation between diversity and financial performance. Companies with diverse leadership teams often outperform their competitors in terms of profitability and shareholder value. This correlation can be attributed to the fact that diverse teams bring a wide range of perspectives and approaches, which can lead to better decision-making, risk management, and overall business strategy. A commitment to diversity and inclusion empowers employees to take on leadership roles and responsibilities. When employees see a diverse set of leaders who resemble themselves, they are more likely to envision their own career advancement possibilities within the organization. This empowerment not only boosts employee morale but also results in a more diverse leadership pipeline for the company's future. Fostering a Learning Culture Diverse and inclusive workplaces encourage continuous learning and personal growth. Employees in such environments are more likely to be open to new ideas, feedback, and constructive criticism. The ability to learn from different perspectives and experiences can lead to a more adaptable and resilient workforce, better equipped to navigate changing market dynamics and emerging challenges. April 2023 | 26 | www.ciolook.com

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The 10 Most Influential Talent Acquisition Leaders to Follow, 2023

The 10 Most Influential Talent Acquisition Leaders to Follow, 2023

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