The ability to hire remote workers and tap into international talent pools has become a key strategy for business growth. As you expand your hiring markets, it's important to have a global talent acquisition strategy to gain a competitive edge. But how can organizations navigate the complexities of global recruiting to get the best and brightest from around the world?
This guide will help you better understand how to build your own personalized strategy for global talent acquisition. These tools and tips will help your company thrive in an increasingly interconnected marketplace.
What is global talent acquisition?
Global talent acquisition is the process of identifying, attracting and hiring skilled workers from an international talent pool. It's about looking beyond your local area to find top talent that can bring fresh perspectives, diverse skills and innovative ideas to your organization.
This approach to hiring isn't just about filling positions—it's about gaining a competitive advantage by tapping into a wider range of expertise and experiences. By casting a wider net, companies can access specialized skills that may be scarce in their local market and build a more diverse, dynamic workforce.
Dive deeper: What is global talent acquisition?
Global hiring considerations
Before diving into specific strategies, it's important to understand some key considerations in global talent acquisition.
Country and industry expertise: Different regions have unique strengths in various industries. For example, India is known for its IT talent, while Germany is renowned for engineering expertise. Your unique needs or markets should help you determine where to find the best talent.
Diversifying business operations: Hiring internationally can help companies establish a presence in new markets and diversify their operations. As we saw from the global pandemic, having operations in multiple regions is an effective way to ensure business continuity, even in challenging circumstances.
Increasing diversity: A global workforce brings diverse perspectives, fostering innovation and creativity. Workers in local regions can also provide unique cultural insights to help you integrate into foreign markets.
Cultural sensitivity: Understanding and respecting cultural differences is a necessary component for successful integration of international talent. Before you seek talent in different countries, be aware of the expectations and requirements in those regions.
Legal compliance: Navigating different labor laws and regulations across countries is a complex but essential part of global hiring. There are three ways to hire workers internationally. Companies can hire independent contractors, partner with an employer of record, or set up their own foreign legal entity.
Challenges in global recruiting
While there are many benefits to building a global workforce, international recruiting also comes with its share of challenges.
Managing a global workforce: Coordinating teams across different time zones and cultures can be complicated. Additionally, your HR teams will have to manage various leave policies, vacation requirements, benefit support and so much more. Depending on how many countries you hire in, this can quickly become a huge administrative burden.
Understanding cultural differences: What motivates employees in one country may not work in another. For example, it's common for workers in India to receive transportation or education stipends as a supplemental benefit. Although this isn't required, it can be the difference in acquired the best worker for your open position.
Legal compliance: Ensuring compliance with various international labor laws and regulations is non-negotiable. Failure to adhere to local regulations will result in costly penalties and fines and could prevent future access to those markets. Misclassifying worker statuses could also lead to time-consuming and expensive lawsuits.
Language barriers: Communication can be a challenge when working across multiple languages. Even if workers are fluent in your language, they may still miss some of the cultural nuance or references. Make sure to be as clear as possible and avoid any jargon.
Candidate evaluation: Assessing qualifications and experience from different educational and professional systems can be tricky. Partnering with a company like Safeguard Global gives you access to a vetted, skilled talent pool to streamline the hiring process.
Developing a clear talent acquisition strategy
Given these challenges and considerations, having a well-defined global talent acquisition strategy is essential. Understanding and communicating your hiring strategy will ensure buy-in from the team and create a unified workforce. Outlining your strategy should accomplish the following:
- Streamline the hiring process
- Ensure consistency in your approach across different regions
- Mitigate risks associated with international hiring
- Maximize the benefits of a diverse, global workforce
Although this may seem trivial, creating a recruiting strategy will help you establish expectations, understand your goals, and set realistic objectives. Now, let's explore some top strategies for successful global talent acquisition.
Top global talent recruitment strategies
Embrace remote work
Although the pandemic accelerated the shift towards remote work, more and more companies are trying to implement a return to office policy. According to a survey by Buffer, almost 98% of workers would like to work remotely at least some of the time for the rest of their careers. By offering remote work options, companies can tap into a much wider talent pool and hire talent regardless of geographical constraints.
Leverage technology
Use AI-powered recruitment tools and applicant tracking systems to streamline your hiring process. These technologies can help you manage applications from around the world, conduct initial screenings, and even assist with language translation. However, be careful not to sacrifice personal touch for the sake of convenience.
Related: AI in HR for international business
Build a strong employer brand
Your company's reputation as an employer is an important factor when attracting international talent. Showcase your company culture, values and opportunities for growth on your website and social media platforms. According to CareerArc, 82% of job seekers consider an employer's brand before even applying for a job.
Develop cultural intelligence
Invest in cultural training for your HR team and hiring managers. Understanding cultural nuances can help you better evaluate candidates and create a more inclusive hiring process.
Create a global talent pipeline
Build relationships with universities and professional organizations in key markets. This can help you identify and nurture talent early on. As you conduct interviews, keep track of your applicants. As other positions open up, you can still reach out and leverage many of these workers.
Offer competitive global compensation packages
Research and develop compensation packages that are competitive on a global scale. This might include benefits that are particularly valued in specific regions. Also be aware of how to manage mandatory and supplemental benefits for each country you hire in.
Implement a four-day workweek
With the growing interest in work-life balance, especially among Gen Z workers, consider offering a four-day workweek. Studies have shown 78% of employees with four-day weeks are happier and less stressed. More progressive countries in Europe may even make this a requirement in the coming years.
Focus on skills-based hiring
Rather than focusing solely on traditional qualifications, prioritize skills and potential. This can help you tap into a wider talent pool and find hidden gems. This may require more work upfront to develop your workforce, but often results in higher retention.
Ensure compliance
Partner with experts in international employment to ensure compliance with local regulations. This is critical for avoiding legal issues and building trust with your global workforce. Whether you choose to hire independent contractors or partner with an EOR, you need to understand the risks associated with hiring internationally.
Adapt to economic fluctuations
Stay informed about global economic trends and be prepared to adjust your hiring strategy accordingly. This might mean shifting focus to different regions or industries as economic conditions change.
Partnering with international recruiting experts
As the world of work continues to evolve, having a robust global talent acquisition strategy is more important than ever. By implementing these strategies, companies can build a diverse, skilled workforce that drives innovation and growth.
However, navigating the complexities of global hiring can be challenging on your own. That's where partnering with experts like Safeguard Global can make all the difference. With our comprehensive recruitment services and global expertise, we can help you streamline your talent acquisition process and ensure compliance across borders.
"Maritz has had some unique hiring opportunities on roles focused both inside and outside the U.S., and Safeguard Global has stepped in with a planned-out strategy that supports the Maritz organization,” says Bobby Hasenmueller, Director of Talent Acquisition at Maritz. “I was asked all the right questions to make sure profiles were a match for the needs of Maritz.”
Want to learn more about how to take your global talent acquisition to the next level? Reach out to one of our global solutions advisors today to see how we can help you find the perfect talent for your open positions.
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