Hiring international employees can be a challenge, especially when you’re
recruiting and interviewing with people who live in unfamiliar, international
markets. With many cultural differences in resume style and work style to
account for, extra care must be taken when assessing a foreign worker at a
distance.
In order to decipher key details about a candidate’s skills and experience—and
ultimately make an informed hiring decision—you will need to evolve your HR
strategy and approach. There are too many opportunities for nuanced
information to get lost in translation (sometimes literally) as you look for
the perfect new hire, so be sure you are prepared to thoroughly vet an
international employee.
Here are four ways you can revamp your HR strategy and harness success as you
navigate hiring international employees:
Study resumes closely when hiring international employees
Even though international candidates often tailor their resumes to appeal to
companies in the U.S., cultural differences in resume style can cloud your
judgment and cause you to miss important details about their skills and
experience. When hiring international employees, be aware that foreign resumes
can be confusing and might even break “the HR rules” that job seekers in the
U.S. follow.
For example, German resumes include a lot of extra personal information
including: date of birth, parents’ occupations, religion, marital status and
more. This resume style with detailed personal information is likely due to
Germany’s strict labor laws, which can make it difficult to terminate workers.
It’s customary for employers in Germany to know as much as possible about a
candidate before they make an offer—unlike employers in the U.S. who are bound
by workplace discrimination laws.
Another notable difference in German resume styles is how candidates emphasize
nouns—sometimes in all capital letters—and focus on the knowledge they have
accumulated, rather than emphasizing their skills and focusing on how they
performed like candidates in the U.S. often do.
To find the best international worker, it’s important to closely study resumes
and ask job seekers to provide clarity about their skills and work experience.
When hiring foreign workers, you will need to decipher cultural nuances in
resume style and look beyond the “HR rules” in Western culture to find out
what they really have to offer.
Ask for recorded video responses to interview questions
When interviewing candidates that live in foreign countries, phone and video
are often the primary channels for communication. These channels have come a
long way to help connect people across the world, but oftentimes they do not
capture the subtle information, clues and details you need to make an informed
international hiring decision. In order to gain key insights from your remote
interview process, your communication with overseas candidates will need a
strategic approach and clear expectations.
One way to approach video communication strategically is to ask candidates to
record their responses to interview questions. This approach helps you learn
whether or not candidates are willing to go outside their comfort zone. By
requesting that recordings are kept under a certain time limit, you can also
gain insights about which candidates follow directions and who can deliver a
clear and compelling message under pressure.
Not only does this method make it easy to set clear expectations for
candidates, it ensures that they are comfortable collaborating through video—a
commonly required skill for remote work.
Conduct virtual skills assessments
Since employee mentorship and training are much harder to achieve with remote
workers, extra care should be taken during their interview process to assess
whether or not candidates have the skills needed to be successful. Skill-
related tests can help you determine if someone already has most, if not all,
of the experience and academic training required to excel in a certain
position.
These skills tests will vary depending on the type of work and
responsibilities—the communications job may require a writing assessment,
while the software development position requests a coding test. No matter the
type of position you are looking to fill, these assessments are useful for
gauging how qualified a candidate is for a position. They also provide a
firsthand look at the quality of a candidate’s work and show how quickly they
can complete an assignment.
Even though skills tests are helpful to assess whether a candidate is able to
perform a job, you should also be evaluating international candidates on their
work style and ability to collaborate remotely. When hiring remote employees
from other countries , it can help to ensure they have qualities such as:
- Strong written communication skills
- Self-motivation
- Ability to work independently
- Collaborative and cross-culturally literate
Well-designed questionnaires can provide you with some behavioral insights
about whether a candidate is a fit for remote work at your company. You can
use third-party tests that are validated by experts, but many employers create
their own internal skills assessment standards that reflect their core values.
Since the best international hiring decisions consider many aspects of a
candidate’s personality, behavior and skills, using assessments and
questionnaires to evaluate these aspects can be well worth the time and
effort.
Offer a paid work trial when hiring international employees
No matter how well designed your hiring process is, you really don’t know an
international candidate until you have worked with them. Likewise, they don’t
understand the experience of working for you until they have tried it.
A temp-to-perm paid employment trial can provide reassurance for both employee
and employer. During a trial, you are able to thoroughly assess an
international candidate’s collaboration style and skill level, as well as how
well they fit with your unique culture. Meanwhile, your temp international
employee has the ability to learn more about their role and your company’s
leadership style and expectations.
Since there are plenty of mutual benefits with this arrangement, many
companies have started hiring international employees on a temporary contract
for three to six months. But when you hire in global markets, which have
complex regulations and labor laws, employment contracts can become a time-
consuming and risky endeavor. Learn more about the differences between international independent contractors vs. employees .
A proven international hiring solution
Instead of worrying about compliant contracts for temporary employees, you can
hire through Global Employment Outsourcing (GEO). This employer of record service
helps you manage global HR complexities like local tax and labor laws, international
benefits and compensation , employment regulations and onboarding, so you can get right to
work with your new temp.
Outsourcing global employment can quickly revamp your HR strategy and ensure
you avoid critical mistakes when hiring international employees.
Contact us today to speak with a global solutions advisor and learn more about outsourcing global
employment.
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