In a competitive job market, industries worldwide are all facing the same predicament: While there is no shortage of people looking for a job, there is often a lack of qualified talent to fill the position. To address this ever-increasing problem, hiring managers are turning to recruit abroad.
Global recruiting may sound like wishful thinking, especially in times of disruption, but if you look closely many successful enterprises, such as Amazon and Google, are thriving by expanding their workforce overseas.
Before you set sail, here is what you need to know about global recruitment.
Why Are Industries Recruiting Globally?
Besides the need to find top-tier talent in a competitive job market, international hires contribute invaluably to future growth. According to a Harris Poll, 7 in 10 U.S. companies consider foreign workers extremely important to their talent strategies.
Unless you own a gas station, chances are your business is not operating 24/7. While your team sleeps soundly through the night, a whole other crew working in a different time zone will keep the gears churning. Virtually managing teams working in different time zones and on different schedules is taxing, but the perks of having a top-tier global workforce working around the clock make it more than worthwhile.
In addition, there is a lot of money to be saved using a global workforce. Data rendered on AllBusiness.com shows employers can save up to $11,000 per year on each remote employee. Foreign workers will not only alleviate overhead costs that can be invested elsewhere but also add a fresh perspective on global brand compatibility.
Can an RPO Provide This Solution?
Not only can Recruitment Process Outsourcing (RPO) providers handle the heat, but by far they are the best option to make it a successful venture.
In-house recruiters and talent agencies aren’t usually trained or have the resources to properly market, vet out, and handle the onboarding process for foreign candidates. If the position requires relocation, they are even less equipped to handle the logistics and legalities associated with it.
Keeping your brand in tip-top shape when recruiting abroad requires the ability to adapt to different cultures. RPO’s are proven to have success in hiring high-end global talent because they possess fine-tuned recruitment strategies and adaptable technology to keep your brand untarnished. They work as a company’s right hand by thoroughly researching its brand, compare it to its competition, and using the information to enhance the brand when attracting global talent.
Legalities
There are many barriers recruiters face when hiring locally, such as finding quality employees in a competitive job market while sticking to tough deadlines and scaling employment needs. That pressure becomes exponentially amplified when foreign employment laws need to be satisfied.
Did you know that in France a job description must by law be published in French? Did you know that in the UK an employer cannot ask for irrelevant information on application forms, such as inquiring about motor offenses if driving is not part of the job description?
If you don’t want a lawsuit filed against you for violating another country’s employment, immigration, or taxation laws then we suggest hitting the books to familiarize yourself with them or hire an RPO to take care of it for you.
Global Brand Adjustment
It is a big world out there filled with highly skilled professionals, but to be successful in recruiting abroad employers must be able to adjust its brand to different cultures. Today over 75% of global job seekers research a company’s reputation and testimonials before applying for a job. An employer’s brand is at great risk if it’s not able to adapt correctly to foreign job markets.
To successfully adjust your brand globally, recruiters need to place themselves in a foreign candidate’s shoes. For a Russian speaker, the language barrier presents a huge obstacle and if the job requires relocation then the pressure of jumping through legal hoops and logistics becomes a real concern.
Therefore, to attract top-end global talent, employers need to make sure the hiring processes are easy to navigate, legal procedures are handled in a knowledgeable manner, and strong support is given during the onboarding process to ensure a smooth cultural transition into the role.
Does it take hard work to recruit globally? Definitely.
Is it worth it? Absolutely.
If approached the right way then instead of recruiting abroad sound like wishful thinking, it will sound like a golden opportunity.