Global hires might not be the first thought that comes to mind when considering your talent pool. But most companies are confronting the labor shortage brought on by the Great Resignation with invigoration and verve. They are looking for creative solutions that are a good fit for the semi-post-pandemic workplace.
“Working from anywhere in the world is the new normal,” said Diane Albano, Chief Revenue Officer at Globalization Partners, during the recent HR Exchange Network webinar, How to Hire in Top Global Hubs: Best Practices for Hiring Internationally. “Hiring an international candidate should be and can be a seamless, scalable process that provides a premium onboarding experience across the board.”
Benefits of Hiring International Candidates
- Skills Gap: Employers might turn to international candidates to fill a niche that requires skills that may be lacking in their home region. The United States has a skills gap when it comes to technology and functions such as data analytics. But you might be able to find lots of talent overseas.
- Reduce Costs: Budget concerns is another reason. After all, some countries have a lower pay scale than others. Job applicants with a lower cost of living and lower expectations regarding benefits and pay may be easier to find in other parts of the world.
- Local Perspective: Having a division based where your clients are can help you better understand the local culture and meet their expectations.
- Diversity: Your organization will benefit from having different cultures, experiences, and perspectives.
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Questions to Ask Yourself about Global Hires
When deciding to hire overseas, you should consider what you’re hoping to gain, the goals you’re trying to accomplish, and how to set up a global hiring hub. Albano suggested you ask yourself:
- What job functions will the candidates fill?
- Have you had trouble filling these roles recently?
- Will this be contract-based or permanent, full-time positions?
The answers to these questions will help you determine the best region for your recruiting efforts. Albano reminded the audience that there are practical matters to consider as well, including potential language and cultural barriers and time zones.
“Virtual meetings, I can tell you, are not easy,” said Albano. “I do manage a group of people from all around the world. So, when I consider that I’m on the East Coast of the United States and I’m working with Australia, Singapore, or Japan, there are a lot of late nights or very early mornings to make sure I’m available for their time zones as opposed to the other way around.”
Onboarding with a Global Team
Finally, Albano stressed that onboarding is the most important process when hiring international employees. She explained that the metrics you measure for workers will be the same across the board regardless of their geographies. But you must be transparent and up front about expectations.
“Global virtual onboarding should include a roadmap to ensure a smooth transition to the team and show that your company cares enough to set up each new international hire for success,” she said.
Ultimately, choosing to hire internationally is a bold move but it can reap great rewards. As Albano pointed out global hires are often filling a skills gap at a lower cost. The rich, cultural diversity that having a global team is immeasurable.
To successfully hire candidates overseas, you should have a clear plan that includes doing your homework about the potential regions for recruiting. You also need educate yourself on the work culture of those candidates, said Albano, so everyone is on the same page. Global hires are one solution to the labor shortage, and they are certainly going to be more ubiquitous as we enter the Future of Work.
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