<p>In today’s globalised world, recruiting employees solely from one location can negatively impact a business’s competitive edge, their client base and the depth of their talent pool. While many companies see the need for expanding their talent economy, the execution of this can often seem complex.</p>
<p>To appeal to the best and the brightest talent around the world, ensure each of the following factors is in action before you start sending out offer letters.</p>
<h2>Become Experts in the Visa Process</h2>
<p>No one likes admin and paperwork, we know. But if you’re going to hire staff from overseas you need to fully understand the visa process within the country that your business operates in. Consider how long it takes, what the restrictions are and how often visas need to be reviewed. If you’re well versed on the way that things run – this will help to put candidates at ease as well as keeping your business on the right side of employment law.</p>
<h2>Refine The Interview Process</h2>
<p>If you’re hiring from overseas, you can’t invite candidates to pop into the office for an interview a few days away. Consider your current interview process and work out the areas you can refine for those based in another country – make use of things like video calling, task-based interview stages and bear in mind time differences. If a face-to-face interview is really necessary, then make sure you schedule this well in advance and assist with travel arrangements.</p>
<p>When planning your recruitment strategy, bear in mind that the interview process for overseas candidates will be much longer than if you’re hiring locally.</p>
<h2>Create Opportunities At All Career Stages</h2>
<p>The desire for international employees can’t only be within the senior levels of the business. Often, the roles which are most suited to international candidates are those with specific skill sets or which are difficult to fill with a more localised talent pool. If your business is to be truly global then this should be reflected within all areas of the company – this helps to make your plans for an international workforce sustainable as you develop your internal talent pool.</p>
<h2>Relocation Benefits</h2>
<p>If you want an applicant to up sticks and move their whole life (and potentially their family too), there has to be some kind of reward – whether that’s financial benefits, career progression or a better standard of living.</p>
<p>Find out why applicants are open to international opportunities and what’s important to them in their next career move and see if this is aligned with what your company can offer.</p>
<h2>Break Down Cultural Barriers</h2>
<p>When recruiting and onboarding foreign talent it’s important that HR have specific processes and resources for new international hires. This should include content around inclusivity and cultural sensitivities to help candidates to adapt to their new working environment.</p>
<h2>Help With The Day-To-Day</h2>
<p>Even the most well-travelled employees can feel overwhelmed when the overseas move comes around. Ahead of their relocation, assure candidates of everything they may need to know before they move and things they need to sort when they get here. Having a point of contact to assist with day-to-day relocation processes will help candidates to become settled in their new country far more quickly.</p>
<p>If you’re planning to hire international talent, we can help you to safeguard your recruitment investment. Find out more over on our <a href="https://www.trueprofile.io/businesspartner" target="_blank" rel="noreferrer noopener">Business Partners page.</a></p>