Expansion into a new country is a thrilling prospect that presents its own set of obstacles and opportunities. One of these issues is international recruiting. You’ll need to build dependable techniques for attracting suitable workers when you contemplate how to hire worldwide staff. You’ll also need to understand how to traverse the processes of the process while adhering to the regulations of your new nation.
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Why create a new global recruiting strategy?
Creating a worldwide talent acquisition plan is quite beneficial. Because this is new ground for your firm, the process may appear difficult at first. Taking the time to develop a smart, well-informed strategy, on the other hand, is a wonderful investment in your company’s future success. It enables you to enjoy the following advantages:
Expanding your business: As your company grows, you may find that you don’t have enough domestic employees to keep up, especially if the new employment involves migration to a foreign area. Having a solid hiring plan in place for your new location opens up a whole new labor market, allowing you to hire competent local employees and expand more quickly.
Keeping up with the competition: If your competitors are expanding worldwide as well, you’ll need to find a strategy to keep up with them and prevent them from stealing market share that could be yours. Creating a worldwide recruitment plan allows you to tap into some of the most promising local talents, allowing you to stay ahead of — or even ahead of — your competition.
Maintaining flexibility: Different approaches to recruitment and hiring are required in different countries. A well-thought-out global recruitment strategy can help you anticipate cultural differences and give your organization the flexibility it needs to satisfy a variety of hiring demands.
Increasing diversity: If your organization just optimizes its whole hiring process for its home country, the quality of your foreign hiring will be unequal, and staff diversity may suffer. With a well-thought-out global recruitment strategy, you can customize your practices to each new country and reap the benefits of team diversity. A diverse range of perspectives, increased employee involvement, access to local contacts, and a genuine understanding of the new country’s culture are just a few of the advantages.
Steps in the global recruitment process
As you evaluate these global recruitment processes, keep in mind that working with a competent global recruiting agency that can handle the logistical strain of recruiting can provide numerous benefits. Its teams may also draw on their vast national knowledge and networks to promote in the proper areas, utilize clear and enticing language in job posts, and attract a pool of highly qualified candidates.
Understand the country
The first step is to learn about the local legislation, currency exchange rates, taxes, and labor laws that will directly affect your business.
Because each country has its own regulations governing the recruitment and hiring of candidates, your organization will need to get familiar with them and follow them. Some countries, for example, mandate that businesses hire a particular number of disabled candidates. Employees with disabilities must make up at least 4% of the workforce in Romanian major firms.
Many countries have laws governing what variables you may and may not consider in your hiring decisions to prevent discrimination. After you’ve employed suitable staff, you’ll need to follow all applicable labor regulations. You must give the required benefits and time off, adhere to minimum wage requirements, and ensure that you can provide the required notice periods and severance if you decide to fire staff later.
Payroll taxes can be large in some countries, particularly those with robust social programs because you contribute to social programs such as health insurance and retirement pensions for each employee.
Engage in planning and due diligence
The more planning and research you can undertake before starting active recruitment, the more valuable your hiring processes will provide. For example, you’ll want to plan ahead to ensure that your foreign recruitment process is in sync with your company’s demands and objectives. Develop a shared lexicon for recruitment, get input from all key stakeholders, and guarantee senior sponsorship across several departments in your firm to improve alignment.
For example, your organization might desire to hire more individuals from your home nation and send them to execute the necessary work in another country. Local recruiting managers, on the other hand, maybe loyal to their methods and choose to keep them rather than adapt to an overarching international plan. A targeted worldwide recruitment approach might not be your first choice in that situation. A worldwide recruitment strategy, on the other hand, can be an ideal alternative if your firm requires local assistance for its operations and values the cultural understanding and diversity that local workers can contribute.
Understand your ideal candidate
After you’ve completed your research and strategized to meet your overall recruitment objectives, you might find it useful to split down your desired candidate traits into a few key areas:
Skills: What skills would your ideal applicant possess? This person may possess advanced coding abilities, multilingual proficiency, the ability to speak clearly and effectively, or a knack for bringing disparate people together.
Mindset: In your recruitment, mindset is sometimes equally as vital as, if not more crucial than, skill sets. Your organization may decide that a growth-oriented mindset, independence, or a collaborative approach are more important than certain talents.
Experience: You should also consider whether your company requires highly experienced individuals or is prepared to invest in new hires who are just starting out. A few years of experience are required in some roles, while others allow for greater on-the-job development.
Establish a location
Determine if your overseas staff will work on-site or remotely, and how that relationship will be structured. If your company has physical offices in your new country, you may need to register your company there or obtain a permit to conduct business there.
If you want your workers to work from home, you’ll need to establish out what that virtual location looks like. On applications like Zoom or Google Meet, you can use a dedicated platform to facilitate work and conduct interviews.
Gather documents
When you’re ready to start the more detailed components of recruiting, you’ll need to create and collect the appropriate paperwork so you can simply refer to them. For example, if your country has legislation requiring you to achieve specific quotas, such as hiring a certain number of domestic workers, you should have those regulations easily available for reference. You should also collect copies of any regulations that restrict your actions throughout the recruiting process, such as restrictions that limit the types of questions you can ask during interviews.
Create a job description
You should construct a job description that specifies the position’s responsibilities as you generate paperwork for international recruiting and hiring. Make sure to include information on the work duties as well as the credentials required for the position. You’ll need to give candidates a chance to judge how well the position fits their skill sets and interests if you want to attract a competitive applicant pool. You must also specify which talents and expertise are non-negotiable.
Screen candidates
Candidate screenings must also adhere to any local rules that may be in place. Keep in mind any applicable anti-discrimination rules when you assess applicants, as well as any hiring quotas.
For application screening, you may choose to use platforms such as LinkedIn. This is especially important if you’re interviewing candidates remotely and want to use features like screening for the expertise and skills needed for the job. Otherwise, you might do preliminary phone interviews before bringing candidates to full interviews.
Interview
Interviews should be conducted either in your new nation or remotely in general. Bringing applicants to your home country for first interviews will almost certainly be impossible. If you need to fly candidates internationally, you should either pay for their travel or compensate them.
If you intend to interview remotely, pay special attention to the interview schedule. Because scheduling interviews across many time zones can be difficult, you’ll want to provide your prospects the option of choosing interview times that are convenient for both them and you.
Determine compensation
Remember that your new hires will be compensated for much more than their base salary. You’ll also need to figure out the perks, paid time off, and bonuses for each new hire.
Each country has its own set of labor regulations that require:
- Government holidays
- Maternity and paternity leave
- Other forms of leave
- Health insurance
- Pension schemes
- Minimum wages
- Paid vacation
- Sick day
Offer the job
You’ll be ready to offer the job to that person once you’ve chosen a candidate and received approval from your employer. Make sure you’ve decided on the remuneration and working hours you’ll provide. You should also consider how open you are to be flexible with these terms if the candidate wants to negotiate.
You may want to use the local language when making a formal employment offer to improve clarity and understanding, as well as to make your chosen candidate feel welcome. Continue to give monetary quantities in the local currency as well.
Onboard new employees
The final phase in the worldwide recruiting process is onboarding. When compared to organizations without such processes, companies with a standard onboarding process frequently obtain more productivity from their new workers, have better new hire retention, and dramatically raise the degree of new hire engagement.
You’ll need a convenient, informative, and professional manner to onboard your new employees once you’ve made a formal offer and gotten acceptance from your chosen candidates. You must set up payroll services for your new hires and provide them with the necessary technological access.
Your employees may be required to sign a formal contract written in the local language in some countries. In that situation, be sure to carefully draft your contract to ensure that it complies with all applicable requirements.
Working with an Employer of Record (EOR) can be extremely beneficial at this point. A reputable EOR can help you speed your hiring and onboarding processes while also ensuring that your organization complies with local regulations.
