Video editors are in demand. But not always easy to find. Tap into a global talent pool.
There is a convergence of factors contributing to a workforce talent shortage. Early retirements, low immigration rates, and rising self-employment are just a few. Regardless of the “why” a company struggles to find new hires, it’s often a major problem for them.
A global pandemic certainly left its mark on the hiring market. But it also propelled the technology development necessary for remote work. And that downsizing of the world creates some lucrative opportunities for employers willing to go global.
Expanding a workforce across borders was once the purview of only large, multinational enterprises. Today, it’s possible for quite small companies to hire globally as well. Here’s how any brand can seize the opportunities.
Partner With an Employer of Record
Countries don’t just allow foreign companies to hire their citizens. Governments require those employers to establish a legal entity in-country, subject to local laws. Doing that can appear daunting, especially to a small company wanting to hire internationally.
However, there’s a fairly easy workaround if you don’t want to establish a legal entity in other countries. You can partner with an employer of record (EOR) that has already done it. The EOR serves as the employer, but the employee works for you.
An EOR makes onboarding new hires swift and smooth, tackling all the human resources paperwork and processing. As the official employer, the EOR also removes the risk of running afoul of local employment laws. If there’s a compliance issue, it’s on the EOR, not your company.
If you want to hire international employees, take the stress out of it. That way, you can just enjoy filling an open position with a qualified candidate. That’s the talent shortage problem solved.
Seek Out Pockets of Talent
To take advantage of building a presence in another country, plan ahead. Rather than hiring employees in several countries for certain positions, look for pockets of the type of talent you need. Then, focus all your international recruitment efforts on them.
For example, Silicon Valley isn’t the only spot to find tech pros. Zurich, Singapore, and Berlin turn them out as well. The Philippines, India, and Poland have reputations for top call center talent. Need product engineers? Try Ukraine, Brazil, and Canada.
By concentrating your foreign hires in one or two countries, you can build a reputation there. That can help with both employee recruitment as well as provide space for potential market expansion there. You may have both applicants and customers knocking on your door.
Define the type of talent you need, then do a little research to find out where they live. Talk to potential EORs to make sure you’re on target. Then, hire away.
Leave Employees Where You Find Them
There are two ways to have an international workforce. You can hire international recruits and jump through all the hoops to bring them to your domestic headquarters on work visas. This can be a costly and time-consuming endeavor full of paperwork as well as legal and relocation expenses.
The second way is to leave your international employees right where you find them. Remember, working with an EOR makes this relatively easy. Unless the talent you recruit wants to live somewhere else, they’re likely to be happier to stay home.
Employees have families, friends, and established routines in their home countries. Although many might welcome the opportunity to visit your headquarters, they may not want to live near it. Plus, cultural differences related to work-life balance vary widely between countries, which could cause employee discontent if forced to relocate.
Recruiting globally will help you deepen the available talent pool. But if that talent can work remotely, let them. You’ll be getting the best of both worlds.
Outmaneuver Your DEI Difficulties
Diversity, equity, and inclusion (DEI) efforts are certainly taking a political pummeling right now. But that doesn’t mean a firm commitment to DEI practices in your company should go by the wayside. Studies show that brands that invest in DEI are more profitable and better at coming up with solutions to complex problems.
If a shrinking recruitment pool has put the kibosh on your attempts to achieve DEI goals, you’re in luck. Global hiring is inherently diverse, especially on issues of race, religion, and cultural backgrounds. You may need to redefine what diversity looks like for your company, but that’s an acceptable task.
Of course, to capitalize on the opportunities presented by global hiring, you will need to address the potential for bias. And odds are, you’re going to need to revise job descriptions for your target countries due to cultural differences. Fortunately, there are artificial intelligence (AI) and automation tools you can put to work on the problem.
When you begin to employ talent from other countries, your corporate culture will likely change to some degree. The good news is that change should be better for you, your stakeholders, and your bottom line. That sounds like a win all the way around.
Seize the Day
As the world becomes increasingly smaller, savvy companies need to take advantage of the situation. Going global offers opportunities for filling open positions, expanding markets, and diversifying your workforce.
If you’re looking for new ways to help your company grow, don’t let global hiring intimidate you. It might be precisely the solution you need.
