It’s no secret that the global workforce is in constant flux. With the advent of the digital age and the rapid expansion of e-commerce, businesses of all types are looking to hire talent in new and innovative ways.
Recruitment is changing fast as well. The Internet has enabled companies of all sizes to reach a global audience. But as the digital world has made it so much easier to connect with qualified talent, it has also made it far more competitive. Fortunately, plenty of strategies can help your company stand out from the crowd and get the best talent on board. Here are five tips for recruiting for overseas offices that will make your job more accessible.
Use The Right Channels
With the proper channels, you can enjoy a more cost-effective recruitment process for overseas offices because you can easily reach your potential candidates no matter where they are.
One of the most effective channels is LinkedIn. With LinkedIn, you have access to 400 million job seekers looking for work. And suppose you’ve already got a company page on LinkedIn. In that case, it’s even more manageable as people in your preferred geographic area will be able to find and apply for your openings.
Outsource to Local Recruitment Experts
Local recruitment experts can be an excellent asset for companies looking to recruit talent in new markets. You might not be familiar with the competitive landscape or understand how to best leverage your company’s advantages. Local experts can help you refine your strategy and get you on the right track to hiring great talent overseas. Choose a company that can source and recruit employees and take onboarding and HR in your new location. This will help you navigate the landscape regarding ex-pat employees and ensure you are operating legally. Look into Professional Employer Organization (PEO)services for recruitment requirements.
Embrace Different Cultures
To succeed in hiring overseas, you need to understand the country’s culture where you’re recruiting. This will help your company’s employees be more successful and feel at home when they start their new life abroad. You’ll want to research the traditions and customs of the country carefully you’re expanding into and then find local partnerships or vendors to make it easier for your employees to assimilate into the new environment.
Understand Local Compensation Requirements
The starting point for any recruitment is to find suitable candidates. Of course, this will depend on your company’s needs and what you’re looking for.
But, before you begin your search, it’s essential to understand the compensation requirements in a given country. To do that, you can look at websites like Salary Expert or Glassdoor to get an idea of the average salary rates in the country you want to recruit.
It’s also important to note that foreigners are often eligible for immigration benefits in their host country, including funding for language courses and assistance connecting with employers who want to hire them. So make sure your job postings are clear about these benefits so that potential employees know what they might be getting into before applying.
Stay Compliant and Within GDPR Guidelines
Compliance with GDPR is a top priority for many companies. But what does this mean in the recruitment process? You should focus on obtaining consent from potential employees to use their data. You also need to be transparent about how your company will use information. These two points are crucial when it comes to recruiting foreign talent, who may not understand how their data will be used and why your company needs it. To meet GDPR guidelines, make sure you fully explain to candidates how your recruitment process works and what they can expect if they accept an offer from you.