As your company expands, it’s natural that you’ll want to recruit from more locations than the country where your headquarters is located. Recruiting internationally has so many benefits, as you get to leverage local and cultural knowledge of the areas you plan to operate in, plus you gain the well-known benefits of a more diverse workforce.
However, recruiting internationally can be challenging if not approached correctly. Cultural differences, legal requirements, and understanding local recruitment markets can all become obstacles. Circumvent potential issues by understanding the complexities of global recruitment and planning for any eventuality.
Cultural Competency in Cross-Border Hiring
Remote hiring is at an all-time high. As many as 77% of candidates state that they’re happy to work for a company even if they’ve never visited the premises. That’s good news for organizations looking to recruit globally. You can set up Zoom/Teams meetings and progress with the hiring journey entirely online.
However, hirers and interviewers must consider various cultural differences when setting up these meetings:
- Will the interview time be convenient if they’re in a different time zone?
- Are they likely to be impacted by religious observance, e.g., during a time of fasting?
- What’s their preferred language, and can you source a translator if needed?
Considering these factors makes your overall recruitment process more inclusive and helps you hire a more diverse range of talented individuals. Your company gains the benefit of different outlooks and a better understanding of more audience segments.
Navigating Visa and Work Permits
Once you’ve sourced your international candidates, it’s essential that you understand the legalities of them working for you. As an employer, you may need to raise a petition via the United States Citizenship and Immigration Services (USCIS) before an employee can apply for a temporary visa. This process varies across industries. For example, if your international employee is working in trade or investment, you won’t need to file a petition. They can simply make a visa application to the U.S. Department of State (DoS).
It is important to prepare employees for the fact that they may need to be interviewed by a member of the United States Embassy or Consulate. If the employee doesn’t need to travel to the U.S., this may not be necessary. However, if your employee does intend to work onsite with you, you must monitor the status of any visa granted. If the visa runs out without making an application for an extension, the employee may have to leave the country and begin the entire process from scratch. Citizens of certain countries can travel on business for 90 days without a visa, which may be ideal for employees who only have to visit your site occasionally.
Localizing Recruitment Strategies for Different Markets
Whether or not you want your employees to work onsite or remotely, you must find ways to attract them that work in their local markets. Consider looking up and translating recruitment guides from the relevant areas. You may find hints and tips that help address cultural differences or highlight popular benefits that could entice top talent.
Work with your SEO teams to create job postings packed with local SEO terms such as city and town names. Creating a carbon copy of an American job description and translating it won’t be as impactful because there’s nothing in it to resonate with your international audience. See if you can source someone who speaks the local language to check any translation efforts. Sometimes, automatic translators miss idioms and catchphrases, leading to confusion and reducing the likelihood of applicants getting in touch.
Building a Diverse and Inclusive Global Workforce
Expanding your recruitment efforts internationally is a great way to open up new talent pools. Source experts from all over the world to drive business growth while making stronger connections with your global audience. Remember, international recruitment requires careful planning, cultural sensitivity, and compliance with various laws. For more support with all types of recruitment, connect with MRINetwork, the talent advisors with the experience to help your business.