How To Start Hiring From The Global Talent Pool
As virtual collaboration becomes more mainstream, accessing talent across borders is no longer just an option for large corporations. Even small and medium-sized enterprises (SMEs) are tapping into the global talent pool. However, for many managers, the idea of hiring internationally can feel daunting—navigating unfamiliar legal requirements, managing different time zones, and adjusting to cultural variations can seem like more hassle than it’s worth.
In my recent interview with Jonathan Romley, founder of the global talent firm Lundi, we discussed the realities and opportunities of hiring from the global talent pool. Below are key takeaways from our conversation, along with practical steps for managers considering tapping the global talent pool.
Why Consider Global Talent?
When hiring internationally, there are three primary drivers for businesses: growth, cost efficiency, and access to specialized skills. According to Jonathan, while it can feel overwhelming at first, the benefits often outweigh the initial hurdles.
1. Access to New Markets
Hiring in a different region can help businesses expand into new markets. For example, if your company is thriving on the east coast, you might naturally hire a west coast sales person. Similarly, hiring in regions like Europe or Asia can support your business’s growth in those markets.
Jonathan notes that hiring local talent can help businesses better understand cultural nuances, establish customer relationships, and gain a competitive edge in those regions.
2. Cost Efficiency
Another common reason companies hire globally is the lower cost of employment. Jonathan explains that labor costs differ significantly across regions, and hiring internationally can allow businesses to hire highly skilled staff while reducing expenses.
However, Jonathan reminds us that it’s important to recognize that cost savings shouldn’t be the sole motivator. Quality, fit, and the ability to collaborate effectively across borders remain critical considerations.
3. Addressing Talent Gaps
Even if a company isn’t expanding into new markets or cutting costs, the need to find specialized talent might drive a global hiring strategy. In some cases, businesses can’t find the required skills locally, even if they have the budget. Jonathan explains that it could be due to a lack of that particular skill set in that area or because the competitive market for those skills is so tight. Expanding the search to international markets can help bridge these talent gaps.
Prepare To Lead an International Team
A good way to test international hiring is to start hiring remotely within your own country. Many businesses have already shifted to remote work during the pandemic, and this experience can be a great foundation for future international expansion.
Learning to lead a fully remote team effectively will provide a strong foundation that helps ease the team into remote collaboration. By adjusting to new communication methods and asynchronous workflows before introducing the additional complexities of global hiring such as distant time zones, language proficiency, and cultural norms, you set your team up for a smoother transition.
Clarify What You Need
Before you dive into the global talent pool, define the specific skills and roles you are looking for. While it may be tempting to cast a wide net, Jonathan advises being precise about your needs and which locations can provide an adequate pool of candidates.
Jonathan notes that if you expect lots of real-time collaboration, you might want to stick to time zones that more closely overlap. He also recommends looking a few years into the future to determine if you’ll likely be hiring additional folks in that area. He notes there’s a big difference between hiring one person and 10, 100 or 1,000 employees in that location.
Terminology Might Be Different
Once you know the skills or prior experience necessary to succeed in the job, pay attention to the local terminology in the region you’re hiring in. Jonathan noted that American titles and university certifications offer differ from those of other countries. Specifically, terms like manager or executive can imply different levels of experience and responsibility, depending on the country.
Partner With Experts
If this is your first foray into international hiring, partnering with a global recruitment firm or PEO can save time, reduce the risks of cultural confusion, and ensure compliance. These firms offer a wealth of knowledge and resources, allowing managers to focus on team-building rather than administrative details.
Tap The Global Talent Pool When You’re Ready
While the potential benefits of global hiring are clear, it’s not a strategy that every business needs to adopt right away. As Jonathan pointed out, if you’re not facing talent shortages, cost pressures, or have plans to expand into new regions, you might not need to hire internationally. Global recruitment can be a powerful tool, but it should align with your business goals.
Hiring from the global talent pool is an exciting opportunity for businesses of all sizes. If your business is ready to grow beyond borders, the global talent pool is waiting.
Listen to the entire episode HERE to learn more about conflict management.
Keep up with Jonathan Romley
- Connect with Jonathan on LinkedIn here
- Tap into the global talent pool here
- Grab a copy of Jonathan’s book: Winning the Global Talent War here
- Get insights on winning the global talent war here
Guest Bonus: Book Giveaway - 5 copies of Winning the Global Talent War
Jonathan is giving away 5 copies of his book Winning the Global Talent War. This book is your ultimate guide to mastering global talent acquisition and employee management. This compelling leadership development guide intertwines meticulous analysis, poignant case studies, and expert perspectives, empowering you to seamlessly traverse the intricate terrain of today's workforce dynamics.
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