GLOBAL

RECRUITMEN
T

Prepared by:

Shivani Sharma, Umme Safinaaz and

Reshma Arockia
 BENEFITS OF A GLOBAL RECRUITMENT STRATEGY

Increased
Increased
diversity and
Improved quality diversity and
greater cultural
of hire greater cultural
literacy.
literacy
 WHY IS IT IMPORTANT TO HAVE A
GLOBAL RECRUITMENT STRATEGY?
For businesses to remain competitive in locating and employing the most qualified people, they
require an international recruitment strategy. That plan calls for streamlined global onboarding,
experience conducting applicant interviews, and global talent acquisition.

Some of the biggest benefits of a global recruitment strategy are:

▪ Employers can increase the quality of the candidates they can hire by fostering more cultural and
competency compatibility.
▪ There is a greater chance of finding applicants with a range of abilities and experiences.
▪ Many of the risks and hazards associated with global onboarding requirements can be avoided by
HR.
GLOBAL RECRUITMENT STRATEGIES FOR OVERSEAS
HIRING

The following tactics will help you improve the way you look for talent abroad. You'll have access to
a much wider range of possible applicants thanks to a combination of creative thinking and modern
communication technology.

▪ Diversify Your Idea of Global Talent

▪ Carry Out Extensive Market Research
▪ Diversify Your Hiring Sourcing Methods
▪ Value and Accept Differing Cultural Norms
▪ Learn About Local Labor and Compensation Preferences
DIVERSIFY YOUR IDEA OF GLOBAL
TALENT
▪ Remote workers have increased three to four times in the global workforce since the COVID-
19 pandemic.
▪ Companies across the globe can now employ highly skilled people who are available in
different time zones.
▪ Some people are reluctant to accept the advantages of remote labour. However, if you take the
time today to include them into your current structures, your search scope will be instantly
increased.
CARRY OUT EXTENSIVE MARKET RESEARCH

▪ Businesses must take caution to eliminate any doubts before making a decision that demands
time and money.

▪ When hiring internationally, it is advised to perform in-depth research on the markets where
you plan to source candidates.

▪ Additionally, take care not to extrapolate from past market experiences. Every market has
different cultural attitudes, hiring practises, rivals, and other factors.
When researching overseas recruitment, consider the
following:

▪Recognize cultural obstacles, such as acceptable routes for

communication.
▪ Analyze the benefits and pay scales offered by your
competitors.
▪ In-depth research helps to reduce potential hiring errors like
hiring people who aren't as qualified or not appreciating the
ones you already have.
DIVERSIFY YOUR HIRING SOURCING
METHODS
▪ The success rates of sourcing channels differ by nation. Social networking is a practical
method for finding local professionals because it has a huge monthly active user base. To
attract younger candidates, modern businesses might use video recruitment campaigns on
social media platforms.

▪ However, if you want to hire a diverse workforce, don't just rely on well-known social media
sites. Some areas might favour offline strategies that emphasise interpersonal relationships.
 VALUE AND ACCEPT DIFFERING CULTURAL
NORMS

▪ When hiring someone from a place where English is not the local tongue, take language into
consideration. Consider the cultural variations and refrain from employing slang or expressions
that are unique to one region of the world.

▪ While some cultures could call for a professional tone, others might prefer something more
straightforward and casual. Due to cultural customs, applicants could even feel uncomfortable
discussing their accomplishments. As a result, it's crucial to think carefully about the interview's
wording and tone.

▪ Be explicit in your communication and patient with recruits. Instead than focusing on the
accent, fluency, or grammar of the discussion, pay attention to its meaning. At the same time,
think about how this applicant would get along with your staff members from other ethnicities
or backgrounds.
LEARN ABOUT LOCAL LABOR AND
COMPENSATION PREFERENCES
▪ While background checks are standard worldwide, inquiring about details may not be an
option everywhere.
▪ Instead of asking an applicant about their monthly income, discuss their salary demands for
the position. In addition, for tax or salary purposes it is beneficial to be familiar with the
different currencies in your target market. How they may interact with your own can
impact salary expectations and more.
▪ Local employment laws may affect the way you search or the kind of employees you can hire.
Being a responsible legal employer becomes even more important overseas when unfamiliar
with the language or norms of the market.
 SIMPLE IDEAS TO BOOST
INTERNATIONAL STAFFING AND
RECRUITMENT STRATEGIES
▪ Consider your company's recruitment strategies for hiring people from
abroad. Think about posting job openings on various career websites,
social media, or even online forums with a diverse user base.
▪ Make your hiring process standardized. Consistency will let you
maximize your global efforts. Maintain branded, uniform proposals
throughout all regions while being conscious of regional differences.
▪ Cooperate with providers who adhere to globally recognized privacy
standards and national regulations that safeguard your information to
ensure worldwide compliance.
ADVANTAGES OF GLOBAL
RECRUITMENT
Access to a wider talent pool

The best talent isn’t necessarily located where you are so when you consider hiring abroad for remote positions, you
open the door to a huge pool of talent around the world.

This is particularly important for companies located in populated urban areas where competition is high. In these
places, the top talent has a lot of options to choose from — and can command high salaries. However, by choosing
not to limit yourself by geographical location, you can uncover hidden talent pools in areas with less competition.
Increased diversity
By choosing to hire internationally, you can organically build a strong and diverse workforce. This can help you to
create an international, multi-cultural environment that encourages everyone to thrive, no matter their background —
and you may even see great business results too.

Creativity and Innovation

Another advantage that comes from hiring people of different nationalities, cultures and backgrounds is the wealth of
experience and diverse viewpoints they’ll bring with them. And a company whose employees have a wide range of
ideas and unique perspectives is an ideal environment for creativity.

A rich and fulfilling company culture

One of the most important things you can do as an employer is to create a rich, fulfilling and inclusive company
culture where everyone feels welcome and encouraged to succeed.
When you hire internationally, this sends a message to each employee, telling them that you truly
value them and their work, wherever they’re located — and that you believe they’re the best
person for the job, not just the best available in your city.

Improved access to international markets

Naturally, having employees in multiple countries can give you an edge over other companies
when it comes to accessing those markets. Your employees can give you access to a nuanced
understanding of their own country, including its culture, customs, language, and connotations —
so you can avoid marketing blunders and make your expansion a success.

Improved customer services

Recruiting employees from different parts of the world can help you to provide a more well-rounded, personalised, and appropriate service to
your customers.
DISADVANTAGES OF GLOBAL
RECRUITMENT
Global payscale
In the case of employees working remotely, companies must evaluate the payscale and cost of living in the
employee’s country of origin to ensure they are paid in their own currency in accordance with the local standard.
Along with global payrolls, companies must also consider the tax requirements when hiring and paying foreign
workers.

Communication and team-building

Language barriers could affect the quality of communication when working with employees who come from different
parts of the world.
In the case of remote work, companies may be met with additional technical challenges to supply each employee with the
necessary resources such as a computer, stable internet connection and a safe workplace environment.
Team-building and employee morale may also suffer from remote working scenarios due to the impersonal nature of online work

The requirements to hire Foreign employees

Foreign employees can be hired as permanent or temporary employees. The occupational requirements of the job will determine
which of these certifications a worker will need to apply.

Lack of commitment and Integrity

It is relatively easy to find an international employee who fits your requirement. However,
you may have to train them per se to comply with the company practices and get them
accustomed to other process-based requirements. Moreover, it is evident that international
employees share relatively lesser interpersonal relationships with the company than the in-
house or local employees. This leads to potential loss to the company as well.
Thank you