As the flexibility of the global workforce increases, more employers are searching for the best talent globally. Multiple factors contribute to this increased flexibility, and companies armed with the knowledge and proficiency needed to pilot a global talent pool will hire and retain the best workers in the competitive talent landscape.

One notable contributing factor is the growing economic economies in many countries around the world. Even with the Covid 19 pandemic still looming around, America is experiencing record low unemployment rates, and job growth in counties such as Australia and Singapore have maintained a strong pace. In countries with low unemployment, many employers are looking beyond their backyards for the best talent. Furthermore, workers in countries with high unemployment rates are increasingly willing to relocate for challenging and fulfilling work wherever they find an opportunity that fits their bill

Technology is making things much easier in a day and age where travel restrictions and quarantine periods have made it almost impossible to have a face to face chat with a potential employee. However, virtual interviews makes it simple to interview candidates without incurring large travel costs, and virtual reality technology could give candidates a realistic look at your office without having to cross oceans.

Through sourcing talent globally, one would also expand ones talent pool and increase the potential of finding the ideal candidate with the ideal skill set. As companies look to hire workers with the skills of the future, broadening your search across the world can keep you ahead of your competition.

Starting a global sourcing program has its own hurdles, the most apparent of which is immigration. If you are hiring expat employees to work domestically, you need to abide by the immigration laws in your country. In general, the immigration process can add cost to hiring foreign employees. However, you would find that foreign workers are more open to relocation that you would expect.

If you are recruiting from other countries as part of an effort to start a new office or venture into a new market, special attention should be given to applicable labor laws in the respective countries. For instance, in countries such as Australia, employees are entitled to long service leave, or a period of extended paid leave from work after a long period of working for the same employer. The exact requirements vary based on jurisdiction, but are in general, six to 13 weeks of leave for every seven to 10 years worked in a particular organization.

In addition to compliance matters which you would have to give extra thought to, you should also be prepared to manage the cultural differences that exist in recruiting, hiring and work cultures around the world. While a cultural mistake isn’t likely to result in legal consequences it might cause other sensitive problems. A lack of cultural literacy can lead to anything from communication confusion to a negative impact on your brand that will make it tougher to acquire quality talent.

It’s also important to understand the role social media plays in a candidate’s country. In the U.S, employers search and review posts on public social media pages which has now caught up and sort of appears to be the best method to profile a potential recruit. Some countries will have different social media sites instead of the common Facebook, LinkedIn and Twitter. For example, in China, western social media platforms are banned, and Weibo, WeChat and Youku are popular.

Employers should also be geared to deal with fears from current employees about replacement or outsourcing. It can be a sensitive conversation, but it is an important step to help retain employees. Establishments should work with their management and internal communications teams to frame the conversations about changes in the workplace. HR should also review conflict management best practices to ensure that any issues that develop between employees can be mediated before they come to their boiling point.

In conclusion, it all boils down to finding the right partner as employers look to start global sourcing programs, it is important to look for an RPO partner who has in depth experience with international programs and who understands the part of the world where you are looking to expand or source the ideal candidates from. Your partner should help you navigate the compliance and cultural issues that comes along with any global talent sourcing program. An RPO partner can help prepare you for a gamut of challenges before you post a job or extend an offer to a potential employee. Additionally, a partner with years of hands on experience can help you anticipate any communication and training issues so that you can overcome any hurdle that comes your way.

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