Filling open roles in the tech and engineering fields is becoming increasingly strategic. The talent pool has always been small but the need for professionals in these sectors continues to grow.
In addition to implementing strategies and programs to attract top talent – like providing upskilling programs and leveraging employee brand ambassadors – companies may want to consider recruiting globally. In addition to a simple increase in the number of candidates, the global talent pool can provide access to a broader range of expertise, diverse perspectives, and innovative solutions. However, hiring globally can present several challenges including navigating cultural differences, managing time zones, and complying with local labor laws.
The following strategies and tips may help if you’ve been considering tapping into the global talent pool but have not yet made the leap.
Leverage Remote Work Opportunities
Remote work arrangements have their detractors but they are critical to attracting top talent from the global job market. Remote work allows employees to stay in their home countries, which may be more attractive to them and less complicated for both the employer and the employee than relocating. And, of course, remote work arrangements widen the talent pool considerably, allowing employers to hire from outside their immediate geographic area.
While remote work can solve the big issue of filling open roles, it may cause smaller issues in the workplace. Savvy employers who embrace remote work strategize to ensure their workplace is welcoming, inclusive, and productive.
Establish Clear Communication Channels
The online communication tools that proliferated during the COVID-19 pandemic continue to have value. Slack, Zoom, and Microsoft Teams can facilitate easy communication between team members regardless of location or time zone.
It’s important to clarify if specific tools should be used for different types of communication. For example, Teams chat could be used when messages require a more immediate reply while email could be used for messages that can be addressed as time allows.
Set Expectations Early
Managing remote workers can be challenging at times, particularly when those workers are located in other time zones. To ensure that projects proceed as seamlessly as possible, clearly define hours of work, deadline dates, and communication protocols for everyone on the team.
Foster Teamwork And Collaboration
Employees who work remotely may feel isolated, especially if there are cultural differences to navigate on top of physical isolation.
Virtual team-building events can encourage inclusivity and engagement. These events allow employees to collaborate in a fun, relaxed atmosphere, which can help in learning about cultural differences, breaking down communication barriers, and building trust. While some team-building exercises may feel awkward – particularly when done remotely – they ultimately strengthen team cohesion and morale.
Understand Local Talent Markets
Recruiting from different regions requires a deep understanding of the local talent market. Cultural, economic, and educational differences can impact how candidates approach work and what they value in an employer – which will help you understand how to tailor your recruitment efforts.
Research Local Market Trends And Salary Benchmarks
To ensure that your offers are appropriate to the local market, it’s essential to research trends and salary benchmarks. Glassdoor, PayScale, and LinkedIn Salary Insights can provide data on typical salaries for tech and engineering roles in different regions.
Analyze And Adjust Your Employer Branding
Certain aspects of your brand and company culture may be highly attractive to the local workforce you are hiring within – and others may not be. Researching what local employees most value can help you position your branding to attract candidates from that pool. For example, flexibility and work-life balance might be crucial for candidates in one country, while professional growth opportunities may be more appealing in another.
As you strive to attract more global talent, showcasing your international employees should become an important part of your brand. Highlight the success stories of current employees from different regions, and feature them on your career page, blog, or social media. These employees can work as brand ambassadors to further help you attract global talent.
Engage Local Recruiters
Local recruiters know their market. If you engage or partner with them, they can help you identify top talent as well as locally-preferred job boards and recruitment platforms. They can also provide advice about local employment regulations.
Simplify the Recruitment Process
The tech and engineering sectors are known for their lengthy hiring process. Using the same process for international hires can be a deterrent to candidates. Keep in mind that candidates from other countries may need to navigate problems caused by different time zones. As well, language barriers can complicate and extend an already lengthy process.
To ensure that the interview process doesn’t unnecessarily filter your candidate pool, offer flexible interview times that work for the candidates’ time zones. Minimize language barriers by providing the interview questions in writing since many people have stronger reading skills in a second language than speaking skills. You can also minimize language barriers by allowing candidates to use a translation app during the interview.
If successful candidates must relocate, work with immigration specialists to simplify the visa application process for them. Offering relocation assistance can also make your company more appealing to international candidates who may face logistical hurdles.
Create A Culture Of Inclusion
To create a workplace where international employees feel welcomed and have the chance to thrive, it’s important to foster a culture of inclusion and openly welcome diverse perspectives, languages, and cultures. While it’s true that diversity can drive innovation, intentional efforts need to be made to create an environment where every employee feels valued and included.
Diversity and inclusion training is a critical step in creating a culture of inclusion. Everyone in the workplace should receive training on how to be culturally aware and respectful of differences. Additionally, recognizing and celebrating diversity every day is the cornerstone of a culture of inclusion. Acknowledging international holidays, cultural events, and the achievements of your global workforce is critical to building a sense of unity and appreciation.
Mentorship programs can also promote a culture of inclusion. Pair international hires with mentors who can help them navigate the company culture and offer career guidance. Cultural understanding and appreciation will flow both ways between employees.
Comply With Local Employment Laws
One of the biggest hurdles to hiring globally is the need to comply with local labor laws and regulations. Laws regarding employee benefits, tax obligations, and termination policies vary widely. It’s critical to understand the legal framework in each country in which you are sourcing candidates.
One of the best pieces of advice is to partner with local legal experts. Engaging a local labor law specialist or an international human resources consultant to advise you on country-specific regulations will simplify things considerably and help ensure compliance.
Alternatively, you might consider using Employer of Record (EOR) services. EOR services take care of administrative and legal employment responsibilities, including payroll, taxes, and benefits, taking into consideration the necessary laws and regulations.
An alternative may be hiring global candidates as contractors rather than full-time employees. In that case, the employee would be responsible for handling their own tax obligations. As well, independent contractors aren’t eligible for tax-free benefits and their contracts have built-in termination dates. If you are considering hiring global talent as contractors it’s still best to partner with local legal experts to ensure that all local laws and regulations are upheld.
In today’s job market, strategic recruitment is needed to address the global talent shortage in tech and engineering. A strategy that holds much potential is hiring internationally. However, recruiting, hiring, and integrating global talent does pose some challenges and requires a thoughtful approach.
