Today’s remote work capabilities have opened up the talent pool. If your organization is ready to dip its toes into international waters, there are a few things you should know. While talent abounds abroad, so does the complexity. Do your research, create an international hiring plan, and check out these four tips before you get started.
1. Identify Your Business Needs and Where to Recruit for Talent
First, do a deep dive into what your hiring motivations are. Are you looking to source hard-to-find talent that may be more readily available overseas? Or are you looking to leverage wage scales or exchange rates to improve your bottom line? No matter your motivation, get it down on paper.
Once you’ve gained clarity, you can identify the best places to recruit for the talent you need. For example, if you’re looking to source IT developer talent, you may want to consider hiring workers based in India. Known for their tech qualifications and experience, India’s workers may fill gaps you aren’t able to stateside. Just be sure you research the best way to pay and onboard talent in India before making the hire.
2. Consider How You’ll Handle Compensation and Benefits
In the United States, there are standard labor laws and customs for compensation and benefits. If you’re looking to hire in another country, there may be a learning curve. You may be unfamiliar with the social norms and the benefits their workers have come to expect. Keep your organization competitive by becoming familiar with local customs and government requirements.
It may seem easier to pay your international employees as if they are contractors, but think this through before you decide. Posting for a 1099 role may be counterproductive for your goals. Instead, work to develop a compensation plan that attracts top talent. Put together a package that’s desirable for both the short and long-term benefit of your organization and your international employees.
You’ll also want to be mindful of the compensation for your domestic employees. Avoid rifts between both groups by paying everyone fairly with the resources you have available. If local regulations or social norms dictate better paid leave or retirement benefits for your international employees, consider updating your packages overall.
3. Prepare Your Stateside Employees for Their New International Colleagues
In itself, remote work presents challenges for collaboration and team building. Add an ocean between you and your employees, and things can get even more complicated. If you face a language barrier, determine appropriate solutions that can help your team be its most effective. Utilize translation services when necessary and encourage a culture of understanding as your international employees integrate with your organization.
Initially, there may be some concerns about hiring overseas and its impact on your domestic employees. Assuming your organization is not considering reducing its domestic workforce, provide reassurance and clarity on your international hiring plan. Transparency and inclusive communication will help keep your team engaged and loyal.
Create dynamic profiles for all of your employees using your intranet or collaboration tool. Announce the new team members in an all-staff communication and provide links to their profiles. Be sure to provide similar introductions for your new international employees as well.
When introducing your new international employees to their project team, allow extra time for relationships to form. Do what you can to prepare your team so their new colleagues feel welcome on day one.
4. Onboard Your International Employees With Extra Care
Your typical onboarding protocols may not be effective for your new international employees. Their benefits package, work requirements, and social expectations may be different from what you currently offer to your domestic employees. Research what is typical for their home country and develop a custom onboarding plan for each.
This will undoubtedly mean extra work for your human resources team, so be sure to plan ahead. Ensuring your new employees feel welcomed and equipped to succeed will make it time well spent.
Encourage your HR staff to network with their peers who also hire internationally. Their firsthand experience could be the intel your organization needs to make your first global hires your most successful. The Society of Human Resource Management (SHRM) and other talent-focused organizations offer resources that can help you round out your onboarding plan. Adopting best practices and amending them to fit your culture will help you get your international hires quickly up to speed.
Open Up More Possibilities With a Global Talent Pipeline
With each passing decade, the world seemingly gets smaller. Technological advances, more affordable travel, and increased communication channels make it easier than ever to adopt a global perspective. As your workplace becomes internationally friendly, so can your business. With a wider perspective on the world, your market reach and customer care can improve.
The addition of a global workforce may even open up new opportunities in your organization for both collaboration and product development. Your team will gain new skills through working with their new international colleagues. They may also learn more about themselves and the world, becoming more global citizens. With international employees on your team, the world truly is yours to conquer.
