Five Important Things to Remember When Recruiting International Talent

Nearly one in two HR managers struggle to recruit top international talents. There are many reasons why recruiters face barriers when hiring international candidates, and they range from lack of resources, challenging time liens, visa bottlenecks, and so on.

Expatriate employees can be found everywhere in the global village. Therefore, HR must have a solid strategy for global talent-hiring whenever the requirement for any vacancy is for an international employee.

5 key points to keep in mind for international recruitment

These tips are essential for conducting a recruitment process on a global scale.

1. Build the Organization Brand

With an overwhelming demand to attract top talents globally, be it a top-notch CEO or a software programmer, the first thing one should do is to build a solid employer’s brand. Statistics reveal that about 75% of the candidates analyze the company before applying for a position.

For a start-up, a multi-channel recruitment strategy is required. Having a website that makes the candidate feel positive and comfortable when landing on its site. A page dedicated to the employees increases the trust of prospective candidates. Information about employee benefits, testimonials, and job postings help to attract international talents.

Using social media platforms, especially building the brand on LinkedIn, will make the company visible to thousands of candidates.

2. Hire global talent at an opportune moment

Many businesses, especially start-ups, start international recruiting immediately after starting. This hiring strategy may not work in all cases. It is preferable, to begin with, domestic workers and build a company to scalable brand. It is only when an organization builds its company’s culture locally, will it be able to attract global talent. An employer must provide the proper infrastructure to a foreign candidate who will be leaving his current job to move over to a new country or even continent.

3. Take legal assistance

The first thing is to know about the organization’s country laws related to recruiting foreign nationals. Many countries have strict rules and income tax laws for expatriate workers. Therefore, HR should explain the company, legal and tax laws in advance for international recruitment. In many cases, relocation allowance is an excellent incentive to attract global talents.

4. Visa regulations

For expatriate workers, the most important is the Visa. The rules for Visa vary between different countries apart from the costs.   For example, the H-B visa requires that employees have a bachelor’s or higher degree in the U.S. There are multiple entry and exit visas in certain countries. Finally, there are rules for bachelor and family visas depending on the job category. For companies hiring internationally, knowledge of immigration policy is essential.

5. Addressing the needs of international employees

Relocating to a new country is an emotionally tough decision for an employee, and they invest a lot of time and energy to apply and go through the hiring process. Therefore, on the employer’s part, it becomes crucial that they assure the candidate that they are professionals and would be serious about hiring them. Addressing their doubts about employment, job responsibilities, compensation package post-tax, and other legal information goes a long way in recruiting the best talents.

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