Nearly half (44%) of 18-to-24-year-olds believe working remotely doesn’t have to mean working in their home country. With Gen Z set to make up a quarter of the workforce by 2025, global hiring is now a key workforce trend. The good news for businesses? Tapping into diverse global expertise can help them unlock international expansion opportunities.
According to findings from Remote’s Workforce Report, more than half (55%) of business decision-makers say they’d rather hire the best person for the job no matter where they’re located. But transitioning from a local employer to a global one means first ensuring your hiring processes are set up with international candidates in mind.
The Need for an International Hiring Strategy
Global expansion is when a business grows its operations into countries or regions outside of its domestic market, usually aiming to increase market reach, drive more revenue, and gain a competitive advantage.
As part of a company’s expansion strategy, a global hiring blueprint is crucial because it enables the business to access talent within previously untapped markets, which can provide unique local insights into the culture and business landscape.
“A global hiring strategy requires cultural buy-in from all hiring managers,” says Anastasia Pshegodskaya, director of talent acquisition at Remote. “Everyone needs to trust in the strategy and the process. It’s about being proactively inclusive and embracing time-zone-agnostic practices.”
Ensuring Companies are Prepared for Global Hiring
These are Remote’s top tips for creating a global hiring strategy that can help unlock new markets now and in the future.
- Define the parameters. The first step is determining the specific skills, qualifications, and experience required for each role. Then identify target locations and ensure the organization is aware of country-specific labor laws and visa requirements.
- Localize job postings. Tailoring job ads to candidates in different regions can help attract global applicants. Research job boards in other countries to understand what local employers are offering and what candidates are looking for.
- Explore flexible hiring. Hiring remotely from overseas doesn’t necessarily mean taking on a full-time employee. Recruiting an international contractor, for example, enables HR leaders to tap into global talent with less complexity or long-term commitment.
- Leverage global hiring channels. Many recruitment agencies and job boards are now tailored to global remote roles. Using these tools can help HR leaders reach international candidates and underrepresented groups.
- Think asynchronously. In a distributed workforce, an asynchronous culture is crucial. Time zone differences can impact communication and team dynamics, but an async model ensures the time and work-life balance of candidates and employees are respected.
- Be actively inclusive. Leave any biases at the door, particularly when conducting remote interviews. Ask candidates if they need any special support, clarify things like pronouns, and don’t judge them based on their Zoom backgrounds.
- Use an employer of record (EOR). If the organization doesn’t already own a legal entity in the country it’s hiring in (setting one up can be costly and complex), an EOR enables faster, more efficient, and crucially, legally compliant global hiring.
“The ability to hire global talent remotely is great news for businesses seeking expansion into lucrative new markets,” Pshegodskaya says. “But it’s essential for employers to consider whether their hiring practices meet global standards, not only from a process perspective but from a culture one, too.”
