As the world becomes more interconnected, so does the workplace. Gone are the days of relying solely on a local recruiting strategy. Recruiting globally allows you to seek out and hire top talent from a larger candidate pool, often at a more affordable price. A well-defined global recruitment strategy is critical to your success—you’ll have a clear idea of how to best attract, interview, and hire quality candidates from anywhere.
While there’s no shortage of international recruitment strategies to consider, your talent acquisition team needs clear guidelines to produce the best possible results. Thinking through a few key questions will help you set up these all-important parameters.
The quality of your talent pipeline hinges on where you’re finding candidates. Without a large pool of candidates to choose from, you may struggle to find the right person for the role. Source talent through LinkedIn, online job boards, and your personal network to get a sense of the rising stars and active players in your industry.
Equally important? How you’ll navigate a hiring process in which candidates might speak different languages or be located in different time zones. If you already have professional connections in other job markets, you’ll be better attuned to the candidate pool and customs in various countries. Even expat communities in the areas you want to hire can be helpful resources.
Juggling different currencies and exchange rates can be time-consuming and increase the risk of errors. Rather than manually managing payroll in multiple countries, use global HR software to save time and money and eliminate mistakes. For example, Oyster provides localized pay in over 120 currencies. This makes it simple to pay and manage employees around the globe.
Compensation is only one piece of the employment puzzle—bringing new workers into your company is an ongoing process, especially when you expect to continue hiring globally. There’s no shortage of tools and technology to streamline the global hiring process. Experiment with Oyster’s Risk Assessment Tool, Worker Misclassification Analyzer, and Global Employment Cost Calculator.
You have the option to hire both employees and contractors. Both roles serve an important purpose, but there are key differences in how they interact with your company and what your responsibilities are to these workers. It’s best to have a detailed strategy for hiring both employees and contractors so you have the flexibility to start recruiting, no matter which type of worker you need.
Deciding in favor of global hiring affects your entire People Ops team, because their responsibilities may change or expand to accommodate the new strategy. The way you introduce global recruitment to this department can make or break the experience. Remember that everyone needs to be on the same page.
Here are a handful of steps that will help with implementation:
With every team member pulling in the same direction, there’s a much greater chance of your international recruitment strategy generating positive early and ongoing results.
Oyster is a global employment platform designed to enable visionary HR leaders to find, engage, pay, manage, develop, and take care of a thriving distributed workforce. Oyster lets growing companies give valued international team members the experience they deserve, without the usual headaches and expense.
Oyster enables hiring anywhere in the world—with reliable, compliant payroll, and great local benefits and perks.