7 Keys to Help Your HR Staff Recruit the Best International Talent
Once upon a time, recruiting internationally was considered a task done by multinational companies only who had the resources to relocate their employees. Fast forward to 2020 and now, global workforces have become a hit within all companies, regardless of size. Remote and hybrid modes of working have made it easier for recruiters to find the right talent despite their location.
If your company has ventured into the new age of working, i.e., remote working, you are now no stranger to the fact that your talent pool isn’t restricted to a specific location only. It’s an interesting avenue to explore since you can now approach suitable candidates for jobs without compromising on the quality of work. However, you need to incorporate international HR management so that people feel comfortable working in a completely new work atmosphere.
5 best benefits of hiring international employees
A global workforce brings the following benefits to your workplace:
1. Fills gaps in sourcing talent
There will be times when you won’t be successful in finding the needed talent in your local place of work. This will lead to skill gaps and vacant positions in your company. When you broaden your area of search, there are many possibilities for finding adequate talent.
2. Meets your multilingual needs
With business growth and expansion, your company may soon face issues when opening up in new markets and countries. With your international talent pool, you find natives who know not only the languages but also the local market. It helps you in tweaking your marketing strategies as per the needs of the people in a defined location.
3. Reduces staffing costs
Global recruiting and interviewing help in saving costs in recruitment, as most of your employees cut down on their staffing expenses when working remotely. Similarly, the pay rate in another country may be less, so you can pay people correctly for a lesser rate. With remote working, you definitely save expenditures on office space and supplies.
4. Promotes diversity and inclusion
A diverse workplace means more people of different countries and backgrounds on the team. Cultural representation is the need of the hour as it leverages the company’s branding. Without this, the company may go unnoticed or be left to deal with a narrow customer base.
5. Builds company identity and market value
Global recruiting isn’t a piece of cake. It takes years to place yourself on the global map and get noticed by interested candidates. Once you do, it’s half the battle won toward achieving international coverage and company aspirations.
7 best practices to include in your international recruiting process
Global recruitment is now easier because of the many tools and services that have cropped up digitally. However, you need a guidebook that equips you to find, select and hire the right candidates for the job. The following practices are all you need before venturing out into job markets worldwide.
1. Define expectations and goals
You need to have a well-defined recruitment strategy before you set off on your international recruiting adventure. The same standard hiring strategy will not deliver promising results when used in a different territory. Candidates will form their first and best impression of your company based on the company culture, job expectations and set benchmarks, so make sure to state them clearly.
You can explore the following job aspects when defining your hiring needs as per the marketplace: • The job position for which you’re searching for suitable candidates • The language skills and knowledge level you’re looking for in your candidate • The skills required in the candidate and the reason why the same isn’t available in the local area • Your preferred countries where you’re searching for suitable candidates • Your end goal for this process and its impact on the overall development of the company.
2. Research on international job sites
A more targeted approach to finding the best talent around the globe is using job sites used in various countries. These sites could be free or paid, but they help attract qualified talent. Sites like LinkedIn, Indeed, and more are your go-to places if you want to start looking for recruits in the international space.
Most of these job sites allow you to filter your job search country-wise so that you receive applications from a specific set of people. This narrows down your search to a well-defined global base. With remote working becoming popular, it’s crucial for you to make the best use of these job boards and ensure that the right people see advertisements.
3. Build your company branding
People who are actively seeking for jobs tend to do in-depth research about the brand before sending in their applications. Globally, around 72% of recruiting leaders say that employer branding impacts the hiring process. Many times, people are willing to relocate to other countries, but prior to that, they critically evaluate the credibility of the company. Therefore, you need to create an engaging and honest career page that describes the lifecycle of the brand since inception.
With a verified background, more people are likely to send in more applications, making it easier for you to find the best talent. Invest in employer branding so that your reputation is safe, especially if you’ve never tested the international waters of talent before. Create a proactive branding strategy that sustains your brand in the long run.
4. Understand and apply proper legal procedures
Being legally-compliant must be your priority while searching for talent. To be on the safer side, seek legal advice before you start your international search for the needed candidates. Get your international HR team to analyze and provide assistance to both employees and employers throughout the onboarding process. Stay updated on the legal trends in the country where your talent hails from.
It isn’t necessary for your employment regulations to match the ones established in your candidate’s country. Check the entire process of getting a job permit so people can easily relocate to your place. For remote working, ensure that job perks and financial compensation is provided as per international laws. When you carry out a proper legal recruitment procedure, your employees will place more faith in you. Tools like Rehiring can help you with legal procedures in different countries.
5. Offer adequate support
Global recruitment is time-consuming because most of the time is spent in gaining the confidence of your applicant. You need to have a proper plan ready that will influence the person’s decision for the betterment of the company. Often, people reject great opportunities because they demand relocation and they don’t have enough resources to make it a smooth move.
You must develop a well-framed recruitment strategy that clearly states all the perks and services which will be served along with the job. For example, offering relocation expenses or temporary accommodation, or healthcare packages for the month, are some examples you can use. Give your candidates a strong nudge so that they easily accept your offer letter.
6. Create a transparent and honest workspace
Transparency and honesty are two important virtues that never go unnoticed. In companies, too, the lookout for an honest and transparent employee is greater. When dealing with international hires, you need to be mindful of their backgrounds and respect them. Convey what is expected of them and what the company culture looks like so that they are prepared.
Maintain open communication channels during job search and interviews. Let them know that they are welcomed in the company and are qualified to voice their concerns. Your international talent pool is placing immense faith in you and you need to live up to their expectations and vice versa. If the employee experience isn’t proper from the start, it takes no time for the company’s value to diminish. Therefore, you need to be truthful about your company, its values, its goals and its people at all times
7. Customize the recruitment process
The final step of the recruitment doesn’t end at the signing of the contract. With international talent, you need to go the extra mile to tailor the entire job experience to their needs. Consider timelines and legal procedures when scheduling interviews and deciding the timings for the job. Provide language and skill training that familiarize them with the working style of your company.
Another important aspect of hiring global talent is the culture shock they may experience. Your employees need a strong support system starting the day they start working with you. Barriers of language, culture, geography, or any other demographic, mustn’t hinder you from creating and executing customizable hiring processes.
The fortuitous value of recruiting international talent
A diverse workplace has become a necessity for companies who wish to see themselves prominently in the international space. Global recruitment opens new possibilities by making companies tap into a wide variety of talent pools. Furthermore, it prepares your company to remain unfazed during changing global trends.