Global recruiting is a valuable tool for companies and organisations that are targeting overseas talent to build international workforces. Employers may turn to global recruiting methods for several reasons such as accessing a larger, more diverse talent pool while potentially lowering labour expenses. Global recruitment requires specialised talent sourcing and management capabilities to ensure full compliance with legal employment regulations in different geographical regions.
The increased adoption of remote work and new technologies along with the growth of emerging job markets are driving the need for global recruitment solutions. The ability for teams to collaborate across country borders and time zones, particularly in knowledge-based working environments, has opened a world of international recruitment opportunities. Global recruiting also enables organisations to expand internationally, localise their products and services by stationing full-functioning teams in foreign countries, and engage the most qualified workers across the world.
The benefits of global recruitment
- More qualified candidates. Having access to a global talent pool increases the quality of new hires. The most suitable and best-qualified candidates for the positions you are recruiting for may not be based in your country. Expanding your recruitment strategy to international job searchers will give you a better chance of reaching and hiring the best candidates for your organisation.
- Access to workers with future-focused skills. Many jobs in the modern-day working environment require advanced technology and automation skills. Since some countries and regions are more focused on equipping workers with future-focused skills, your organisation could benefit from global recruitment methods to get matched with aptly qualified candidates.
- Diversity, cultural literacy and local knowledge. Engaging global talent pools can enhance diversity and representation in the workplace. Candidates from overseas locations not only bring unique skills and fresh perspectives to the table but could also add value to the workforce through specialised knowledge of foreign markets and languages in order to localise the organisation’s products and services.
The best practices for recruiting global workforces
While international recruitment has been simplified through online tools and digital hiring platforms, it remains a complex process that must be executed with an expert focus on employment laws and policies. Companies and organisations hiring internationally must consider the logistics and legal matters of both their home country as well as the country in which they are engaging workers.
There are several challenges that could further complicate global onboarding and employee management processes. From international communication and language and cultural barriers to contract and salary negotiation and local tax regulations, the global recruitment process has plenty of room for legal and compliance issues.
Some crucial factors to consider when hiring and managing global contingent workforces include the following:
- Logistics. When engaging international candidates, it is important to consider logistical matters such as visa applications, work permits, foreign payment methods, local labour laws and possible relocation costs. Whether your foreign employees will work remotely from their home countries or relocate to work in Europe, there is a myriad of logistics to consider to ensure full compliance.
- Salaries and taxes. Local salary rates and cost of living should be carefully assessed to ensure fair compensation agreements. In the case of international relocation, the employer should support the employee in terms of relocation expenses as well as onboarding and adjusting to their new living situation. Further to this, relevant tax laws in both countries should be adhered to in order to avoid penalties and more serious legal complications.
- Communication. Language and cultural barriers may cause difficulties in communication. Cultural customs and language requirements should be considered and respected when engaging foreign workers.
The safest, most convenient and most cost-effective solution for engaging and managing a global workforce is by enlisting the services of a professional international recruitment partner. Working with a professional employer organisation (PEO) and employer of record (EOR) will simplify the process of sourcing, onboarding and managing international workers while ensuring full compliance with labour laws and tax regulations.
How a global recruitment partner can support your organisation
Outsourcing global recruitment and management will reduce cost and risk to help your company thrive by engaging the best workers in your industry. Challenges in the global recruitment process can be avoided — language and communication issues, compliance concerns, varying tax regulations and labour policies, compensation packages, foreign payment systems, currency conversion, onboarding costs, post-move assistance, and more.
By liaising between the employer and the employees, a professional recruitment organisation can help your company grow its global workforce by overseeing the end-to-end international recruitment process from sourcing and hiring to paying and managing foreign workers.
CXC is a global HR outsourcing organisation with 30 years of experience in workforce management. Our innovative and cost-effective solutions help companies gain a competitive advantage by improving efficiency while reducing risks.