With growth in the global economy and advancements in remote work, more and more companies are recruiting from a global talent pool. However, hiring internationally may not be as straightforward as hiring from within your own country. In order to do it right, you’ll need to consider a number of factors before moving forward, including the hours your team will work and what type of culture you’ll need to create.
Here, eight members of Young Entrepreneur Council discuss these factors and more as they share their insights on what all business leaders need to know about hiring internationally and why. Be sure to consider their advice to give your new team the best chance at success.
1. You May Need To Work With Unconventional Hours
Always consider time zones when setting up international teams. For example, 9 a.m. on the East Coast may be nighttime somewhere else and, as a result, you have to factor in reasonable time gaps between messages. Some employees may set boundaries with notifications about their hours, and encouraging that distance can ensure there are fewer miscommunications or bottlenecks. Use automated content management systems for regular check-ins on projects. If necessary, assign deadlines for regular communication. – Duran Inci, Optimum7
2. You’ll Need To Tailor Your Onboarding Programs
One thing many business leaders don’t address when hiring internationally is the importance of creating onboarding and training programs for each region. Recruitment and training processes that work well in one location might not be as effective elsewhere. Keep this fact in mind when expanding your market. You can reduce negative impacts and get everyone on the same page by hiring multiple recruiters and trainers from various countries around the world. – John Turner, SeedProd LLC
3. You’ll Want To Get To Know Your New Hires
When you’re recruiting from a global talent pool, it’s essential to know about the people you’re trying to onboard in order to foster a healthy work environment. This means getting acquainted with the diverse cultures they come from and the values they’re accustomed to. This would help you offer tailored experiences that would increase satisfaction and boost employee morale. For example, if you are familiar with the diverse cultures representing your workforce, you’ll be able to come up with a flexible and custom leave policy that covers regional and cultural holidays celebrated in different regions around the globe. So, knowing the people you onboard is of great help. – Stephanie Wells, Formidable Forms
4. You May Need To Provide Relocation Assistance
Hiring internationally is a topic near and dear to my heart. If there’s one thing companies need to know, it’s this: Be prepared to provide relocation assistance. Moving to a new country is a daunting task, especially if you’re doing it for work. As an employer, you have a responsibility to make the transition as smooth as possible for your international hires. This could mean providing assistance with visa applications, finding housing, navigating healthcare systems and even helping with cultural acclimation. Trust me, it’s worth the investment. Happy employees are productive employees, and nothing makes an international hire happier than feeling supported and valued. – Sujay Pawar, CartFlows
5. You’ll Need To Build An Inclusive Company Culture
One thing critical to hiring internationally is strong culture. It’s easier to define a culture around tighter geographical boundaries, but the greater access to talent is worth stretching those boundaries. I recommend bringing in a psychologist to help craft inclusive language in your messaging, both internal and external. If you embrace the excitement that comes with global talents, you give your team a competitive advantage. We live in a global economy with global clientele. Getting their voice within your company could be the difference-maker in a 360-degree inclusive workplace for the best and brightest to shine. – Harmony Brown, GreenWorks Inspections and Engineering
6. You’ll Need To Comply With Their Local Labor Laws
One crucial consideration when hiring internationally is compliance with local labor laws and regulations. It’s essential to understand and adhere to the employment laws and regulations of each country where you recruit. This includes being aware of legal requirements related to work permits, visas, taxes, social security, working hours, minimum wages and employee benefits, among others. Noncompliance can result in financial penalties, legal issues and damage to your company’s reputation. By ensuring compliance with local labor laws, you will not only attract and retain top talent, but you’ll also contribute to building trust with employees and stakeholders, ultimately fostering a positive work environment and supporting your global expansion goals. – Devesh Dwivedi, Higher Valuation
7. You’ll Want To Establish A Foundation Of Trust And Communication
If you’re looking to hire talent from around the world, it’s crucial to establish clear expectations and communication channels from the get-go. This means defining roles and responsibilities, outlining goals and objectives and setting up regular check-ins to ensure everyone is on the same page. From personal experience, I’ve found that misunderstandings can easily arise when working with people from different cultures and backgrounds. That’s why it’s important to establish a strong foundation of communication and trust with your team, no matter where they are in the world. By doing so, you can create a cohesive and collaborative environment that allows your business to thrive on a global scale. – Adam Preiser, WPCrafter
8. You’ll Need To Keep In Mind Cultural Differences
Employers should keep in mind the need to be culturally sensitive and attentive while making overseas hires. Communication, working methods and even fundamental beliefs about what constitutes appropriate behavior in the workplace can all be significantly impacted by cultural variations. Misunderstandings, poor communication and even discrimination can result from a lack of cultural awareness. For instance, actions or words that are deemed normal in one culture may be viewed as rude or improper in another. – Maksym Babych, SpdLoad
