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What it Takes to Successfully Tackle Overseas Recruiting

By July 24, 2017June 30th, 2021No Comments
What it Takes to Successfully Tackle Overseas Recruiting

After finding the right foreign market to take their business for global expansion, many companies turn their attention towards hiring international talent. Finding the right talent can fuel explosive growth, but the wrong recruiting strategy can mire a company in legal and managerial uncertainty. In order to successfully manage overseas recruiting, companies need to prepare a strategy that helps them overcome obstacles and puts them in a position to thrive in new global markets.

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Overseas Recruiting: Preparation

Before companies hire their first new international employee, it is crucial for them to make the proper preparations. Every country has labor laws that define how employers and employees relate to each other and the rights they each have. These laws govern sick leave, vacation time, compensation, benefits and many other aspects of the employer/employee relationship. Failing to understand and follow local labor laws can open a company up to expensive lawsuits. Taking time to learn labor laws and building strategies around them can help companies avoid wasting valuable time and money.

It is also important for businesses to familiarize themselves with the local culture in countries they hope to recruit in. Every culture has different rules about how employees interact with authority figures, what employees and employers can expect from each other, and a myriad of unwritten rules. Basic cultural knowledge can smooth the process from the first interview and help companies better manage global employees long-term.

However, most business owners do not go into global expansion hoping to read through dusty legal codes or go on cultural expeditions. They want to focus on developing a product or service that drives revenue in new markets. To enable business owners to keep their focus on the company’s global growth goals, they can partner with a global employment solutions experts like a Global Employer of Record. These employment solutions experts help businesses understand local labor requirements as well as give them insight into the regional culture. These experts can also help to identify the right local qualifications, certifications, and degrees that would fit the position a company needs to fill.

Overseas Recruiting: Finding the Right Talent

High-quality candidates can be hard to find in any country. Many countries that attract investors because of low labor costs also have a shortage of high-skilled talent. Growing economies like Vietnam have severe talent shortages, and companies in those locations compete heavily for the best possible candidates. Even in developed markets, employers have trouble finding and retaining high-quality employees.

In any country, recruiting the best team members for your business requires offering competitive wages. Companies shouldn’t expect to attract the best if they don’t plan to pay them in a way that reflects their value. Money, however, is not the only factor top talent looks for when deciding on the right position. To recruit the best talent, companies should focus on:

  • Incorporating elements that influence an employee’s decision such as culture, pay, benefits, and the possibility of career development
  • Showing off a company’s story, values, and vision to attract people who connect with its mission
  • Presenting a healthy work environment with respect for employees at the center of its culture
  • Describing how the employee will fit into a long-term plan. A sense of purpose and belonging can go a long way in recruiting.
  • Highlighting internal innovation so employees can see that they will get to contribute to exciting, new projects

Overseas Recruiting: Onboarding

Finding and hiring the right talent isn’t the end of the process. To retain good employees and to get the most out of them, companies need to weave international employees into its culture. With workers from a home country, much of the culture can be unspoken. When working with overseas personnel, however, the process must be more deliberate.

Companies need to be aware of cultural differences and how they could affect the employer-employee relationship, especially early in the relationship. Companies need to frequently ask about whether they are reading the situation correctly, make room for being corrected, and respond positively when they are. When businesses offer to learn from an employee, it opens communication and sets the tone for empowerment and collaboration in the future. Without it, unspoken cultural assumptions can lead to confusion, delayed projects, and less-than-perfect work.

Overseas recruiting can be an overwhelming challenge. Complex legal systems, cutthroat labor markets, and cultural chasms can cause even the most skilled companies to stumble. With the right plan — and the right partner — a business is in the right position to find the right talent through overseas recruiting.

Take charge of your overseas recruiting with Velocity Global first-class global recruiting service. Let our innovative solutions help you source, hire, and retain top talent in over 185 countries. Get in touch today!