There has been a slight shift in perspectives: driven by cutting edge technology and progressively democratic work dynamics, industries are primed to at least explore the concept of having a global team. Organizations are venturing into the global talent market, and right now, the global talent pool is more accessible than ever before. The benefits are evident: diversity of opinion, expanded skill sets, and the ability to grow at a convenient pace. Unsurprisingly, the first few steps on this exciting path include an effort to maximize its returns and shield ourselves from hiring-related problems.
A few of the undeniable plus points of hiring globally are:
- Diverse and specialized skill sets
- Local market insights
- 24/7 time coverage
- Cost efficiency
There are a few well-defined challenges in this path as well. Navigating complex international labor laws and employment regulations can be tedious. Differences in language, culture, and work practices require sensitivity and adaptability. There are logistical problems in managing remote teams and data breaches when hiring in different regions is a concern.
Before discussing the ins and outs of a proper global hiring strategy, it’s necessary to mention that a dedicated team with international recruitment expertise is essential. This team can manage different aspects of global hiring, from sourcing talent to compliance. Getting a hiring guide makes the journey simpler, but it’s not impossible to get results from a self-guided global hiring mission either. Whichever route you choose to take, the process will begin by asking yourself two questions:
1. What is my objective?
Define your objectives. Are you expanding into new markets, accessing specialized talent, or seeking cost-effective solutions?
2. What resources do I have?
Determine the resources available for global hiring. Consider the budget and technology required for international recruitment.
The answers to these two questions will guide your approach to global hiring, but there are a couple of processes that will need to be conducted regardless of how you choose to take it forward:
Market Research
Conduct extensive market research to identify regions with the talent pool you need. Factors like labor supply, competition, and cost of living will influence your bottom lines, so take them seriously.
Legal and Compliance
You will need to seek legal counsel to understand international labor laws, contracts, and compliance requirements. Your hiring decisions and choices need to be in line with local and regional laws.
Needless to say, if you hire an offshoring partner, many of these processes will be taken care of by them, and you will be free to decide how involved you really want to be. You will probably need to review and adapt your HR policies to accommodate international hiring. Do you have any remote work policies or benefits? Are you hiring two offshore team members or setting up a 20-person team? It’s also a good idea to hold cultural awareness sessions with your existing team before setting up interviews. Make sure your colleagues are open to cross-cultural collaboration.
Step One: Talent Acquisition
Even if you’re not working with a talent agency, technology is fairly accessible to everyone. Several softwares are available to help you with applicant tracking, virtual interviews, and cross-border collaboration. Tools for video conferencing and using a platform of your choice for online assessments are also going to be useful. Remember that you might not be able to tap into local job networks if you’re going it alone, but global job platforms (including LinkedIn) offer a number of options and securities you will need. Twitter and Facebook have several groups dedicated to finding international jobs and freelance projects, apart from the many websites created solely as a place to connect job seekers with employers. Reaching out to local educational institutions might help, especially if you have no knowledge of the place whatsoever.
But even if you use an agency for all of the above, it will ultimately be your responsibility to conduct interviews and ask applicants well-researched questions; whether you use standardized questionnaires and scoring systems or depend on your instincts to assess both technical skills and cultural fit is your decision.
This is the most important step in the process. Finding the right person is the goal of all offshoring processes.
Step Two: Integration and Compliances
In spite of every guide/platform urging you to, the onboarding process for every global hire need not be the same, especially if you’re a well-knit team with different roles and working systems. The training, hardware, and resources each hire needs can be, and will be, different. Ensure they have access to what they require, but don’t invest in a standardized onboarding system. The purpose of diversity is to celebrate differences, and working on customizing onboarding for different roles might make sense in the long run.
Legal and compliance considerations follow the search for the right candidate. Keep an eye out for:
Data Protection – Businesses need to comply with data protection laws when transferring and storing candidate and employee data across borders.
Work Permits and Contracts – You might need to talk to a global work expert to understand the work permit requirements in the countries where you’re hiring. Employment contracts also need to be legally enforceable in the target locations.
Tax and Payroll – Local tax and payroll regulations will need to be adhered to.
Step Three: Retaining the Global Hires
This becomes easier if you have a stable and efficient onboarding process. If a candidate is aware of the company policies, culture, and the nature of their role, there are less functional worries to deal with. Cultural barriers are less of an issue than more logistical challenges, like ensuring that the feedback channels are working (especially since it’s offshore) and achievements/shortfalls are being noted. It’s unlikely that communication will pose a threat if safeguards are in order, regular meetings are scheduled, and updates are duly shared. It can be problematic to streamline US-Asia operation timelines, but the guarantee of 24/7 productivity more than makes up for the timezone challenges.
It’s crucial not to make global hires feel ‘less than’ colleagues working from the office headquarters. In general, a healthy company spirit is a great starter; recognizing that some global hires might work differently is necessary.
Winding up
We exaggerate the dangers of working with a hiring guide/agent and the problems of doing it on your own. The real danger is that of not taking a chance on this at all. Business processes are always complicated, and individual enterprises face individual circumstances. There are subtle matters we need to address on our own before asking ourselves if we’re ready for global hiring. Do we have any unconscious bias? Are people in my hometown ‘special’? And if they are, can our regional preferences undercut our interest in global hiring?
We need to lean into these uncomfortable spaces.
From this angle, the global hiring process is an enabler of business integrity: it forces us to confront inherent biases in our thoughts.
Cutting out a personal path through this road (even with a guide) can be an eye-opening and fulfilling experience.
