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The Importance of Global Talent Acquisition

By November 1, 2017October 24th, 2022No Comments

There are plenty of reasons why businesses decide to go global. One of the primary reasons is access to quality talent, which makes global talent acquisition knowledge so imperative. Finding talent overseas is challenging without the proper knowledge or partnerships in place.

This post will explain the importance of international talent acquisition, explore the risks and talk about how to recruit high-quality employees.


Global Talent Acquisition: Why it’s Important

Finding quality talent overseas — and even in the US — can be a challenge. There are many companies actively seeking talented team members. Many companies refer to the sourcing and hiring process as one of their biggest challenges.

Despite the challenges, companies can get a one-up on their competition if they take the time to understand their market. When seeking talent overseas, make an in-house effort or work with an in-country partner to get all the information you can about the following items.

  • Culture
  • Local market nuances
  • Time Zones
  • Best business practices
  • Benefits & bonus expectations

Once your team fully understands what employees expect from employers, you’ll be in a much better position to attract great team members. A talented, in-the-know team overseas will help you sell more products and services by tapping into a new consumer base.

Risks of Global Talent Acquisition

When hiring talent overseas, it’s difficult to assess their quality and work experience. This is especially true if you’re not located in the country and hiring directly. In order to properly vet incoming talent, we suggest working with a partner that has an expert understanding of market expectations, education, and common work experience.

You can work directly with your in-country partner to interview team members, review their prior experience and ensure that they will add value to your overseas team.

Before making the ultimate decision to hire new team members, make sure that your team is properly vetting international candidates by obtaining references from previous employers or professional connections. In addition to what they have on paper, actual references will help you gain an understanding of their background and credentials.

Sourcing and Hiring International Team Members

Now that you understand why an international team is important and the common risks, you’re ready to start attracting employees overseas. First, you must clearly define your job description. Work with your team to develop a straightforward job listing that explains expectations, qualifications, pay range and benefits. Be clear about the job upfront to attract the best people for the job.

In addition, go back to your reference knowledge and remind yourself of cultural implications for hiring in your new country. For example, find out if employees expect supplemental benefits. If you’re hiring foreign nationals and expats, then yes. They will greatly appreciate extra benefits when they enter a new country themselves.

Also, in many European countries, it’s normal to ask candidates personal questions during the interview process. These questions are on different topics like politics, religion, and family. Make sure you understand specific details about hiring processes in your target market to ensure you’re not offending or deterring candidates from applying or accepting job offers.

When it’s time to begin the recruitment process, you don’t have to reinvent the wheel. There are companies, like Velocity Global, that offer international talent acquisition services to help you manage the hiring process.

In addition to helping you find team members, we can guide you — and even manage — the hiring process, which can be complicated in international markets. In an extreme yet not uncommon case, a US university hired independent contractors to manage study-abroad programs in the EU. Unfortunately, this university didn’t consider the risks involved with hiring international contractors. As a result, the organization was sued. They had to pay more than $500,000 in back taxes and damages for contractor misclassification.

Don’t fall into a similar trap. Work with Velocity Global to help you source and hire team members across the globe.