Hiring Globally: A Beginner’s Guide and Best Practices

Acquiring the right talent is a key focus for almost every company, with 97% of CEOs recognizing it as crucial for business growth, according to a recent PwC report. The good news is that talent acquisition is no longer confined by borders, thanks to the rise of remote work and technological advancements.

What is International Recruiting?

In Human Resources Management (HRM), international recruiting involves the entire process of identifying, attracting, interviewing, selecting, hiring, and onboarding employees from various corners of the globe.

The International Recruitment Process

While specific steps may vary among organizations, the following are fundamental components often found in the strategy of successful companies:

1. Identify Your Hiring Needs:
   • Pinpoint reasons such as skill gaps, increased workload, vacancies, or promotions.
   • List target roles and categorize them based on skills, experience, and education.
2. Create a Recruitment Plan:
   • Evaluate the impact and scarcity of skills for each role. Prioritize roles with high impact and scarce skills for both domestic and international recruitment.
   Considerations for Developing a Recruitment Plan:
   • Determine the impact of each role on organizational goals, such as sales goals or expansion plans. Assess the scarcity of skills for each role; some skills may be in high demand globally. Identify roles that are both high-impact and have scarce skills.
   Additional Considerations:
   • Decide whether to hire through an Employer of Record (EOR) or opt for employee relocation.
   • Plan how to advertise the new position, considering various channels.
   • Establish criteria for initial candidate screening.
   • Outline the interview process, including who will be part of the hiring team.
3. Craft a Clear Job Description:
   • Clearly state openness to international candidates.
   • Mention relocation support if applicable.
   • Highlight benefits and emphasize skills over specific educational requirements.
   Crafting an Effective Job Description:
   • Clearly indicate that the position is open to international candidates.
   • Highlight the company’s commitment to diversity and inclusion.
   • Summarize benefits, including any relocation support offered.
4. Advertise the Position:
   • Utilize various platforms, including company careers pages, social media, and international job boards.
   • Consider programmatic job advertising for a targeted approach.
   Leveraging International Job Boards:
   • Explore platforms like Indeed, Monster, Jooble, CareerBuilder, and Glassdoor.
   • Consider the benefits of programmatic job advertising for precise targeting.
5. Recruit Candidates Actively:
   • Reach out via LinkedIn, social media, online groups, and employee referral networks.
6. Review Applications:
   • Conduct due diligence, considering diverse CV formats.
   • Use a blind review process to minimize bias.
   Navigating International CVs:
   • Understand that CV formats differ from country to country.
   • Consider implementing a blind review process to ensure fair evaluation.
7. Pre-screen and Interview Candidates:
   • Structure interviews respecting local laws and norms.
   • Clarify the legal eligibility of candidates to work in the country.
   International Interview Considerations:
   • Adapt the interview process to comply with laws and norms in different locations.
   • Focus on job-related questions to ensure fair evaluation.
   • Confirm the legal eligibility of candidates to work in the country.
8. Determine Compensation:
   • Consider local labor laws for minimum wages, leave policies, and other benefits.
   • Factor in relocation support benefits for international hires.
   Navigating Compensation Across Borders:
   • Research local labor laws to ensure compliance with compensation regulations.
   • Consider the specific benefits and allowances for international hires.
9. Extend the Job Offer:
   • Include starting salary, non-pay benefits, leave policies, and other terms.
   • Consider using the local language for clarity and a welcoming tone.
   Crafting a Comprehensive Offer Letter:
   • Clearly outline terms such as starting salary, benefits, leave policies, and other conditions.
   • Use the local language to ensure clarity and cultural sensitivity.
10. Hire:
    • Initiate onboarding for candidates legally eligible to work.
    • Begin the immigration process for candidates requiring sponsorship.
11. Onboard:
    • Develop an engaging onboarding framework, especially for remote hires.
    • Consider cultural integration training for those relocating.

Enhancing Onboarding for International Hires:

• Establish an onboarding framework that engages remote hires and fosters a sense of connection.
• Consider providing cultural integration training or local orientation assistance for relocating employees.

International Recruiting Best Practices

To elevate your recruiting efforts, consider these best practices:

• Segment Target Markets: Tailor your approach to each target market, understanding variations in hiring norms, compensation, and benefits.
• Offer a Compelling Candidate Experience: Prioritize a structured hiring process and clear communication to respect candidates’ time and investments.Ensuring a Positive Candidate Experience:
  • Establish a structured hiring process to provide clarity and transparency.
  • Communicate clearly at all stages of the process to keep candidates informed.
• Develop a Strong International Employer Brand: Showcase your commitment to global talent through stories and experiences on company platforms.Building a Robust Employer Brand:
  • Share stories and experiences of international talent within your company on various platforms.
  • Highlight your company’s commitment to diversity, inclusion, and global collaboration.
• Recruit from Emerging Markets: Explore talent from emerging economies, often offering educated workforces and favorable environments for foreign companies.Tapping into Emerging Markets:
  • Consider the advantages of recruiting from emerging markets with growing economies and skilled workforces.
  • Evaluate the potential benefits of opening foreign subsidiaries in these markets.
• Hire for Skills and Capabilities: Prioritize skills over traditional degrees, aligning with a shift observed in major companies.Shifting Focus to Skills:
  • Embrace a skills-first approach, valuing practical capabilities over academic degrees.
  • Align your hiring strategy with the evolving landscape where skills take precedence.
• Innovate Through Technology: Leverage HR tech advancements, such as applicant tracking systems and AI-powered screening, for efficient and compliant global recruitment agency for KSA. Embracing HR Tech Advancements:
  • Explore the latest HR technologies, including applicant tracking systems, AI-powered screening tools, and global mobility platforms.
  • Utilize technology to streamline recruitment processes, ensuring efficiency and compliance.

The Bottom Line

Hiring defines success, and international recruiting emerges as a powerful solution to the ongoing talent and skills gap. With technology and remote work facilitating global collaboration, companies of all sizes can tap into international talent pools like never before. Elevate your hiring game, unlock global potential, and steer your business toward lasting success.