As organizations hire across borders, they encounter a host of challenges—from cultural differences to complex legal requirements. Nonetheless, hiring globally provides many opportunities for organizations to explore untapped talent sources and access diverse skill sets. For maximum success, recruitment teams require working strategies for understanding local markets and utilizing modern tools to source and hire the best talent. As these strategies become integral to the recruitment program, they will create new hiring opportunities, foster diverse teams, and drive sustainable business growth.
Though global hiring isn’t new, it continues to thrive and shows no signs of slowing down. Research has found that many of the largest US-based multinational companies have at least half of their employees outside the US. And global talent acquisition isn’t just a trend among large multinationals. A 2023 Gusto survey revealed that 75% of SMBs plan to increase their international employee headcount.
It’s no coincidence that global talent acquisition is so popular. The combination of remote work and talent shortages within local markets has led many organizations to expand into other geographies, realizing several benefits, including:
Despite the benefits, hiring in new markets brings its share of challenges. Recruiters who have become experts in understanding the nuances of hiring in one geography may have a steep learning curve when facing recruitment rules in other locations. Managers and talent acquisition teams must also learn new ways to successfully integrate international hires into the company culture.
In any market, recruitment teams can face challenges related to brand messaging, candidate quality, and reaching passive talent. But when expanding into new markets, they can expect to face these additional challenges:
One of the most significant cultural differences recruitment teams may face when hiring across borders is related to language. When recruiters and candidates speak different languages, key messages can get lost in translation during the screening, interview, and job offer stages. Besides language, other cultural nuances could lead to misunderstandings. Candidates in other countries may have different expectations around work flexibility, communication, decision-making, and many other ways of working.
Countries vary widely in the legal requirements organizations must meet when hiring employees. For example, organizations must adhere to country or region-specific data privacy laws even before an employee begins work. These laws can affect how the organization collects and stores resumes and other information typically found in an applicant tracking system (ATS). Other regulations, such as those related to pay, government-mandated benefits, and employment contracts, impact how recruiters and hiring managers craft job offers to international candidates.
Traditional methods for reviewing candidate resumes may be less effective when hiring abroad. Not only may recruiters need more familiarity with the education degrees and certifications global candidates possess, but they also may need help to fully understand global work histories and niche skills candidates have acquired in their home location.
When hiring across time zones, arranging something as straightforward as a job interview suddenly becomes more complex. Spotty WI-FI connections, a lack of reliable video conferencing, and difficulty finding a mutually agreeable time can all pose obstacles to properly assessing a candidate’s fit for a position.
Though tried-and-true recruitment tactics work well in local markets, organizations must consider alternate strategies to hire talent successfully in other markets. After all, the job postings, job ads, and career site content that attract US candidates may not resonate as well with candidates in different geographies.
The global talent market is no longer a vision for the future—it’s a reality. An HR Brew survey of TA professionals found that more than half (54%) currently hire employees in two or more countries.
To ensure recruitment in each country and region is as robust as it is at home, talent acquisition teams should consider taking the following actions:
Most HR and recruitment professionals aren’t experts in sourcing and converting applicants across many countries and regions worldwide. However, some available local resources and experts can help maximize recruiter efforts and provide an insider view of what’s happening in other job markets.
In addition to partnering with local staffing firms, recruitment teams can work with a professional employer organization (PEO) or employer of record (EOR) to outsource core functions such as salary benchmarking and making employment offers. These partners not only free up recruiters to do what they do best—connect and engage with candidates—but they can also help the organization overcome language barriers and legal compliance challenges.
The right technology can streamline hiring processes in global markets, making candidate communication and engagement more efficient. In addition to an integrated ATS, organizations can explore the following solutions:
Tip: Running job ad campaigns on every possible media channel wastes budget and produces lackluster results. Programmatic job advertising services from Recruitics help organizations advertise jobs only where and when target candidates are looking.
While recruiting globally makes building a more diverse workforce possible, keeping employees in all locations aligned with organizational values and ideals can also make it challenging. However, by building a culture that transcends geographical borders, the organization can ensure that cultural differences become an asset rather than an obstacle to business success. Ways to accomplish this include:
Tip: In one survey, 72% of recruiting leaders worldwide agreed that employer brand significantly impacts hiring. Consider an employer brand audit and refresh to build a brand that reflects the current organizational culture and values.
When time zone differences and language barriers make global recruitment more challenging, talent acquisition teams need solutions for enhancing candidate outreach and communication. For example, adopting virtual candidate assessment tools with language translation features may make sense.
Since some recruiters and candidates may never meet face-to-face, solutions such as video interviewing platforms, remote onboarding systems, and instant messaging platforms can help simplify communications.
Tip: Candidate engagement is essential to recruitment in any location. Recruitics’ FusionTM talent engagement solution helps organizations build career sites, landing pages, and job pages that convert talent into enthusiastic applicants and hires.
Besides recruitment, one of the most effective ways to build a talented global workforce is by retaining the best talent. Therefore, it’s essential for organizations to offer a positive employee experience and culture that motivates employees to stay. As employees share their positive experiences with their network, the organization can leverage its reputation to attract new applicants.
Tip: Recruitment activities support a healthy company reputation in many ways, from crafting compelling job ads to keeping employer profiles updated. Working with a trusted recruitment marketing partner can help organizations find more opportunities to build a positive global brand reputation.
Organizations planning to access the global talent market have promising opportunities to identify and hire quality candidates. To ensure smooth global hiring and retention, companies should implement actionable strategies that help attract target candidates and convert them into productive, engaged hires. These strategies can help overcome the challenges of global talent acquisition while building a reputation as a preferred employer.
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If you need help getting started, the team at Recruitics is here to help! Recruitics’ talent attraction and conversion solutions utilize innovative technology and recruitment best practices to help organizations source and hire in the most complex markets worldwide. Contact us today!
