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4 Relevant Methods to Hire International Talent



Hire International Talent

Companies are constantly searching for talented employees eager to contribute to their business growth, people who will thrive in their office, and those who will know how to bring out the best out of their brand. Those people are rare, and limiting your scope of the search to a single location can make the hunt all the more challenging. With the blossoming power of technology and digitalization, more businesses are expanding their employee search to the global market, and rightfully so. It makes it much easier for them to hire people who match their culture and their qualification needs.

Alas, the situation is not without flaws. Hiring internationally comes with its challenges, and if you don’t find your way around them and create a smart hiring strategy that accounts for all of your needs as well as legal obligations, you could find yourself in a hiring mess. Here are a few tried and tested methods to hire globally and find international talent that will enjoy working along your side.


Establishing a legal foundation

Do you know what the requirements are for your employees to be considered fulltime employees under the law of the country where your business is registered? Perhaps you need to procure specific licenses to hiring international talent, both people that reside locally and the ones who will work remotely for your company. In such instances, you might also be required to provide proof that local residents do not qualify for that position, so that you can hire globally without any worries. 

Add to that, most positions for international workers that live in your country require visas, both work and residence visas. Perhaps their education is not considered equal to the kind provided in your country, so they might need to be tested to see if their skill set matches your job requirements. All in all, you should first prepare your business and all of its in-house operations before you jump into international hiring waters. As soon as you have your legal bases covered, there’s nothing preventing you from advertising job openings to a global audience and then selecting the ones that truly fit your business the most. 


Overcoming the language barrier

If your company already has a global customer audience, chances are that you’re already using the most common language to communicate with them all – English. This is especially prevalent among companies that start in the Asian market and then look to expand to other markets, and then strive to hire internationally. That said, all of your local and global employees need to speak the English language fluently so that they can communicate with one another and with your customers sans the potential misunderstandings and issues.

To make this transition easier on the team, companies use courses such as Monkey Tree TEFL in Hong Kong that can help them enhance English knowledge from the very basics to the native speakers level.


Localize your social media efforts

With legalities taken care of, and your language barrier eliminated, you can now focus on targeting talented candidates in specific regions where you know you can find highly-qualified people for your particular industry. Keep in mind that it takes more than knowing the position itself. You also need to know the audience you’re trying to attract to apply for that position and make an appealing offer to those who seem like your best candidates.

In these situations, using social networks as a way to market your business has become a norm all over the world, and especially in highly competitive markets such as Australia or the US. With so many smaller territories you can target, you need to know their preferences in order to maximize the efficiency of your social media efforts. Use hashtags and keywords that will help search engines place your posts in front of the right audience. Also, use images that are localized, that celebrate their lifestyle and culture, to get them to notice your brand as well as your open-minded attitude towards diversity as such. 


Conduct thorough research of different markets

Your potential employees want to feel that they belong in your team and that they will be treated with care and respect in every way if they do take on a certain role in your company. They cannot ascertain that if you don’t make sure that your entire digital presence is adapted to show your knowledge of their culture and your appreciation of their potential role in your business. 

Start inside your own office and talk to employees who come from various cultures to get a deeper understanding of those cultures and prevent any miscommunication when you wish to target new markets. Conducting research on each of those markets remains vital, not just for legal purposes, but also for recognizing potential ways to connect with your potential employees. This is especially important for a global workforce that will contribute remotely since they don’t get the same chances to connect daily with your in-office employees. Providing a meaningful job to people from a variety of different cultures is a challenge, but you can overcome it with the right knowledge in your hands. 

Hiring internationally can be an extremely beneficial decision for your business. What matters most is that you determine the best and most suitable methods to do that for your industry and your specific company. Use these time-tested methods to complement your existing hiring strategy to be more effective when you seek out international talent. 


Associate Editor