A well-strategized international recruitment plan can transform a company’s workforce.
But hiring talent from international markets requires a revolutionary hiring plan suitable for varied markets, diverse talent and, of course, wildly divergent budgetary needs and requirements.
Below we break down how to build a market-leading international hiring plan suitable for our new digitally connected global talent market.
Your first port of call is understanding your unique talent and workforce needs - you need to create a strategic workforce plan that takes into account the following:
Once you’ve mapped the above you’ll have a clearer indication of the type of worker you need and why you need them.
An international hiring plan is like a domestic hiring strategy turned up to ten. Broader talent reach and the benefit of borderless communications are contrasted by budgetary pressures, relocation costs, language barriers and the potential for cultural clash.
Your international hiring strategy needs to take this all into account and more, including:
From country to country and region to region the answers to the above plan will change. But creating an international hiring framework based on the above means you can rapidly adjust hiring to each market on a whim.
Ahead of the advertisement, you need to understand what you’re offering international hires and how much outlay will be required for relocation from specific regions.
The most important thing to consider (especially if you’re remote hiring staff before relocation) are your legal and remunerative responsibilities to international staff, and how your job offer meets regulatory requirements such as:
A vital stage in converting a prospective international hire into a member of staff is making sure all sponsorship, visa and legal working arrangements are organized prior to relocation.
Every country and economic region has their own rules regarding hiring foreign talent. It is crucial that all international sponsorship hiring rules are met prior to engaging with any international hires!
The trick to hiring international staff is understanding that talent “segmentation” is as much about culture, expectations and personality alignment as it is skills matching.
This is where leaning on a domestic or international staffing specialist can help - your job advert will more than likely be the first thing your prospective new international hire will read, so it needs to sing employer branding, and take stock of local language customs and quirks that will compel international talent to apply.
Primary job advert considerations:
The rise of digital collaboration tools (such as Zoom, Slack, Trello, Monday, etc.) means that borderless hiring is achievable even on a budget.
Prior to relocation, companies have the opportunity to have international staff start work from their country of origin whilst plans are put in place to move staff.
This not only guarantees a rapid hire (and speed is truly of the essence in industries suffering from talent shortages) but helps ingratiate new staff quickly into the company ecosystem and culture ahead of relocation.
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