If you want to expand your access to talent, it’s important to recruit in other countries. Recruiting internationally will provide you with access to a much bigger talent pool, introduce you to different work styles and cultures, and could even give you a foothold in a new area—which is vital if you want to expand your business internationally.
That said, many business owners struggle when it comes to finding and hiring people in other countries. There’s no way to make it easy, but there are some strategies that can reduce the stress you feel along the way.
Tips for Recruiting Internationally
These tips can help you recruit internationally more efficiently, with better results and less time spent along the way:
- Set your main goals. What is your main purpose for recruiting internationally? Are you hoping to get exposure to a different area of the world for future expansion? Are you merely trying to save money? There are many good reasons to look for candidates in another country, but if you want to choose the right country and perfect your approach, it’s vital to know your main goals. Document these priorities and refer back to them if you’re facing a hard decision, or if you aren’t sure what to do next.
- Understand the law. There are a variety of different laws that can and will affect your ability to recruit in another country. For example, some foreign labor laws provide more protections for workers than U.S. laws; you may be required to pay employees a certain wage, afford them certain types of time off, or abide by different methods of employment cessation. On top of that, you’ll need to follow U.S. regulations for international hires. It can get very complex, especially if you plan on hiring multiple different people in multiple different countries.
- Interview in person (if you can). As a long-term employment relationship, you may be able to manage your employees remotely to save time and money. However, when making your first hire, it’s a good idea to interview in person. In-person job interviews tend to be more formal, and can convey more information about your chosen candidate. If you shop for a good deal on a business flight, international travel can be very affordable—and if you line up multiple candidates at once, you can save even more time and money.
- Choose the right countries. There are many countries in the world with citizens willing to work for U.S. companies, and each of them offer advantages and disadvantages. For example, some may have stricter employment laws but lower standard wages, and some may have less of a language barrier, but a greater time zone difference. It’s important to do your research and choose the best possible country—not just one that you think would be best. BRIC countries (Brazil, Russia, India, and China) tend to be the most popular, due to their emerging status as economic powers, but there are many other countries worth looking into.
- Prioritize language competence. Almost every business problem can be solved or mitigated with better communication. Asking better questions, getting better direction, or just talking in a clearer way can make everything much easier to manage. Accordingly, one of your highest priorities should be language and communication competence. If your candidate doesn’t speak your native language, consider learning theirs, or investing in the best possible translator you can afford. No other advantages can make up for a significant language barrier.
- Be flexible with hours. You may want your candidate to follow the timing standards you’re used to—for example, you may want them to work 9 to 5, Monday through Friday, but assuming it’s possible, it’s wise to give them more flexibility on timing. Time zone differences and cultural differences can make a “standard” work schedule untenable for an international candidate, and it’s not worth the loss of productivity or morale to try and have them switch.
- Use a variety of sources. Finding qualified candidates in other countries can be difficult, even if you’re working with a bigger total population. Accordingly, you can save time, money, and stress by using a variety of recruiting sources. Rely on a variety of different job boards, social media platforms, and referrals—both in your country and in theirs.
Perfecting Your Strategy
Once you get a foothold in a new country or new area, you’ll find it much easier to find new recruits in the same area; you can even use your first recruit to find references and recommendations for others. Additionally, if you’re interested in expanding your international recruiting, it’s important to remain adaptable. Measure your effectiveness over time, including your monetary expenses and time costs, and keep looking for new ways to improve.
