The remarkable advancement in technology and globalization has shifted the global market and business attention to foreign talents. Hiring people internationally gives your work a refreshed synergy, innovation, diversity, specialized expertise, etc.
Businesses with global expansion plans must include international hiring of workers in their expansion plans. These workers can be hired internationally to work in your local branch either physically or remotely. In fact, for the sake of growth, exploring various work options outside your home country gives you access to a pool of skills, expertise, and quality that might be hard to come by in your home country. There are several means by which you can leverage in navigating overseas hiring. It’s just left for your organization to decide on the best fit.
What does an International Recruiter do?
Before we dive into their roles, we need an answer to what is an international recruiter? This is an employment professional or organization that focuses on the steps, methods, sources, and other logistics involved in the execution of global recruitments. These individuals or agencies work independently, and they are hired by companies and organizations in overseeing the sourcing, screening, selection, and recommendation of talents from any place across the globe. These recruiters have unlimited access to a pool of talents from almost all nations and fields of work. As they assist companies in getting employees on board, they also help educational institutions in admission processes. Interestingly, they are also assisting organizations in getting respondents for short interviews, and reviews. Recruiters can be hired into an organization via outsourcing, co-employment, or consultancy. Some of the major roles of global/international recruiters include:
- Assist organizations in sourcing, researching, and local right talents
- Screening and classification of candidates based on the required criteria
- Organization of physical and/or virtual interviews
- Act as an intermediary between potential employees and host company
- Develop vast knowledge of foreign cultures, markets, laws, etc.
- Design and formulate job posting and description based on all labor and legal regulations for interested candidates.
- Selection, recommendation, and handing over of qualified candidates to the host company.
What is International Recruitment and Selection?
International or global recruitment is simply the process involved in the searching and hiring of talented candidates from anywhere across the globe. The recruitment and selection process has a long history with man. We’ve always been involved in nominating and selecting representatives for sports, politics, associations, leadership, etc. Oftentimes, we always desire and opt for the most capable, skilled, efficient, and qualified individuals to champion the specific course as to which we are selecting people.
Hiring and selection of candidates internationally have a different twist when compare to local or domestic recruitment processes. The variation in market, culture, languages, policies, etc have given global recruiting of talents a new perspective. For instance, the rules and regulations binding employees’ hiring in Europe will have a different taste to the system used in America. For instance, the resume/CV format for job hiring in America doesn’t need information like date of birth, marital status, etc compared to how this information is required in some countries. Also, in America, most job CV/resume must be skill and result-driven compared to the duty-based resumes/CV required in some regions of the world.
Several factors are attached to international recruitment, and companies need to be aware of these factors. One of these factors is identifying and working with the best and reliable recruiter. The selected recruiter must have a good understanding of selection processes, compliance, foreign laws, and other global distinctions. Another factor company has to take note of is the development of a good understanding and expertise of foreign recruitment and selection. Furthermore, recruiters must be familiar with the company’s required skill sets and ideal candidates to aid the selection of the right candidates at the right time for the required job.
International recruitment and selection involve major approaches asking which are ethnocentric, polycentric, geocentric, and regiocentric. The ethnocentric approach involves companies hiring only talents that are citizens of their home country in their business locally and overseas. Polycentric involves companies hiring the citizens of a particular country as an employee where the company subsidiaries are located, for example, a California company, hiring Ghanaian citizens to manage its Ghanaian subsidiary. The geocentric approach is the most popular and it involves companies hiring talents across the globe without any nationality clause. Finally, regiocentric is a method that is used to hire talents from a specific region with a particular environment.
These are the major steps involved in international recruitment and selection
- Preparation and planning
- Development of recruitment strategies
- Talent sourcing
- Candidate interviewing
- Screening and examination
- Selection and recommendation
Why do Organizations go for International Recruitment?
The size and value in which the global market is presenting for businesses around the world have made international recruitment a most do for organizations. Organizations shying away from exploring and hiring global talents are simply restricting themselves from the benefits of global expansion. Apart from those shying away or incapacitated to take on hiring talents overseas, most organizations (both profit and nonprofit) are now hiring globally. However, the big questions still unanswered why do organizations recruit people intentionally or what are the rewards of exploring the interpretation of recruitment. The following points will avail us with the answers:
When you desire to hire workers across borders, you are directly and indirectly positioning your organization for a robust phase of growth. This is because hiring internationally will provide you with candidates of different perspectives, innovation, and expertise. They will give your organization a reliable and trusted brand in foreign markets, thus increasing your market base.
An expanded community of talents and experts
Organizations are exposed to an expanded community of workers when they leverage global recruitments. Limiting your workforce to locals within your home country is not a recommended idea because it will limit you of the diversified benefits in which foreigners will bring onboard. Thus, exploring global recruitment will just give you access to specialized talents with exceptional skills and innovations.
Hiring workers overseas will increase the power of diversity in any business. Diversity adds value to the team’s culture and structure. Foreign recruitment allows organizations to bring together people of different cultural background to enhance change, adaptability, working environment, and innovation.
Global Market Integration
Internationally hired workers will give your business better leverage in the new markets. These workers help in branding your business within the standard of the new market. They also provide you with a deeper understanding and knowledge of the ways through which you can boost and grow your businesses.
Top 3 Countries Companies can consider in Sourcing Talents
The advancement in technology, growth in the global market, and globalization have led to an increased pool of skills and talents from which companies can explore. Organizations planning to extend their tentacles across borders need to be aware of the best environment in locating the right talents. In this section, we’ll provide you with the top 3 countries to source talents across all fields:
For over five years now, Switzerland has been recognized as the best country employers can explore in sourcing for talents in most fields. The country is ranked as the most reliable in sourcing and attracting talents and professionals. Switzerland’s structure has allowed skill development, a rising economy, and education to increase the pool of skills and talents in the country. The three major economic sectors are technology, finance, and manufacturing.
The south Asian country is identified to be the second-best country to explore while searching for talented candidates. Manufacturing, Finance, and Service sectors are the commonest economic fields in the country. The abundant availability of finance and technological skills placed the country as our 2nd ranked skilled nation.
The third best place companies can navigate in search of workers in Singapore. The country is among the Four Asian Tigers and the best economies in the world. It has a growing economy with several skilled workforce who are ready to work. The Singaporean economy spans financial services, manufacturing, oil refining, engineering, and technology.
Ensure easy Global Recruitment with WeHG
International recruiting is a very tasking, delicate, and important step an organization must take. Once it’s not carried out rightly and safely, the organization is at risk of failure. However, with WeHireGlobally, recruiting international talents has been made easy. We will help you to identify and locate the best talents in 150+ countries and compliantly onboard them in the country of your project within a short time.
What are the Challenges of International Recruitment?
Challenges associated with the recruitment of international candidates include the difference in language, compliance, the difference in country policies, currency differences, hiring cost, Compensation and benefits packages, work culture, etc.
In terms of Culture:
You should also keep in mind some candidates that might negotiate for additional benefits such as a relocation package that includes assistance in processing VISA applications, finding accommodation and post move support like language training, spousal assistance and more. To ensure the safety and seamless move of your potential recruits, you can work with firms specializing in international relocation services.
What are the things to know while recruiting internationally?
As you proceed with international recruitment, you must prepare strongly, be specific in your search, identify and study the regions you want to recruit from, update yourself with the required policies and laws, and then select your recruitment options.
What are the international recruitment criteria companies must consider?
Before launching into international recruitment, companies must carefully understand, review and analyze their reasons, budget, foreign cultures, foreign laws, employment criteria, foreign payroll, etc.