Attracting and keeping top talent is getting harder and harder in the increasingly competitive job market because people’s personal preferences when it comes to where they want to work are always changing and evolving. Hiring people overseas isn’t a risky move anymore to meet hiring needs. It’s seen as a smart way for companies to gain a wider range of skills and global views, often also making it more cost-effective. However, having a clear plan for global recruitment is extremely important. In saying that, international talent pools can sometimes be like walking through a minefield, because of different time zones, cultural differences, and local legal systems that can present unparalleled opportunities as well as complexities that need to be carefully managed. Here are the ten most important things you should think about before going down the route of international talent acquisition.
How is your cultural adaptability?
Let’s begin with the ability to adapt to different cultures. Although skills may be taught, discovering a candidate who genuinely aligns with the values of your organization is significantly more difficult. Individuals who understand cultural differences are incredibly valuable in the present-day interconnected world. They contribute to team dynamics, promote collaboration, and occasionally act as mediators.
Want to know how? Search for stories around adaptation, travel, or past experiences working and living abroad. They are good indicators of someone with a global perspective and an open mind. Above all, people with overseas living experience are often the ones that thrive in ambiguity, adapt quicker, and often get along with people from different cultural backgrounds.
Are you compliant?
Diving into international hiring without a thorough knowledge of the legal landscape can be risky. The legalities around work permits, local employment laws, immigration, and regulatory compliance can be complex and you need to be aware of it. This thorough understanding of the laws and regulatory requirements ensures the smooth hiring and transition of your candidate.
If you need further assistance on this, then an experienced legal professional can help, their insight and guidance can often save you time and work hours. They serve as your right hand, helping you navigate through the complex legalities of international hiring, and ensuring that every step of the process is compliant. You can also consider EOR services when looking for candidates based in international markets.
Cross-Cultural Communication in the Workplace and top four reasons it’s important:
• Crucial for collaboration and conflict minimization.
• Assess the candidate’s cultural understanding and adaptation skills.
• Show compassion and proficient communication in diverse contexts.
• Cultural sensitivity training enhances interactions and promotes diversity.
Do you conduct comprehensive background checks?
When recruiting candidates from overseas, it is important to perform a thorough background check by contacting previous employers to get insights on their interpersonal skills, performance, qualifications, work experience, legal working rights, and suitability for the position. Employers can reduce the potential risks that come with hiring overseas candidates and make informed choices when it comes to hiring if they do thorough research and investigation. Large tech firms like Meta often use companies like HireRight when hiring international candidates.
What is their level of language proficiency?
Having a solid grasp of the language is essential for effective communication, while having a deep understanding of the difficulties is what promotes unity within teams. When your team communicates effectively, both in person and through their words, they are setting themselves up and the team collectively for success. It goes unsaid, misunderstandings can be quite costly and in their extreme form, result in the entire cost of offboarding an existing employee, and rehiring a new one.
How are their remote work skills?
Remote work abilities are essential in today’s workplace, especially in the context of international recruitment. Employers should seek candidates who are comfortable with using digital tools and can build and maintain relationships, irrespective of their physical proximity. It’s about being miles apart but just a message away from feeling connected.
Do they have a strong technical background?
When evaluating candidates for technical positions like software engineering or data analysis, it’s crucial to focus on those with the right technical skills and expertise. Seek candidates with relevant experience in related fields and use assessments as part of the pre-employment screening process. Assess problem-solving abilities, creativity, and willingness to learn new technologies to determine their ability to contribute valuable insights and adapt to evolving technical requirements.
Are they adaptable to different time zones?
To manage time zone differences in global teams, strategic planning, and clear communication channels are crucial. This includes identifying team members in different time zones, setting core working hours, promoting a culture of flexibility, implementing a rotational system for meeting schedules, using tools to present regional time zone schedules, and allowing local leaders to enhance communication within their regions. By focusing on adaptability, well-defined expectations, and efficient correspondence, teams can overcome obstacles and ensure fruitful cooperation among international teams. This approach ensures a smoother transition and better collaboration. A great approach Google has adopted in its recruitment is publishing where a candidate can reside while publishing a hybrid and remote role. All the candidates within a team, as much as possible, have a reasonable timezone overlap, to facilitate effective team collaboration. This is something companies offering remote tech jobs can learn from.
Resilience and flexibility
When hiring internationally, it’s essential to assess a candidate’s commitment and long-term intentions. Look for genuine interest in the role and company, alignment on values is key. Assess the candidate’s career trajectory and how it fits into their long-term goals. Foster open communication to address concerns and ensure mutual understanding. Consider the candidate’s cultural adaptability and resilience in a new environment. Highlight opportunities for mutual growth and development, emphasizing the potential for meaningful contributions to the company’s success while advancing their career aspirations.
Cultural Sensitivity and Inclusivity
Employers should prioritize candidates who exhibit cultural sensitivity, inclusivity, and diversity commitment, as a diverse workforce is crucial for innovation, creativity, and business success in today’s interconnected world, beyond ethical considerations.
In conclusion, global hiring for candidates from overseas offers tremendous opportunities for businesses to access global talent, drive innovation, and foster diversity and inclusion within their teams. By considering these key factors when evaluating overseas candidates, employers can make informed decisions and build successful global teams that thrive in an increasingly interconnected world.
This article is part of a partnership with Go Global. For partnering opportunities, contact [email protected]m or [email protected].
