Wednesday, June 29, 2022

Hiring international candidates? Consider these 15 important factors first

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Shreya Christina
Shreya has been with for 3 years, writing copy for client websites, blog posts, EDMs and other mediums to engage readers and encourage action. By collaborating with clients, our SEO manager and the wider team, Shreya seeks to understand an audience before creating memorable, persuasive copy.

With an increase in remote working opportunities, more and more international candidates have had the opportunity to apply all over the world. Not only does this help a company potentially expand internationally with new contacts, but it also allows companies to increase their pool of qualified candidates.

While hiring international candidates can be a great business decision, there are many important factors to consider first, including significant time differences, legal policies in other countries, and more. Below, 15 Business Council members shared some important considerations business leaders should keep in mind before renewing an offer.

1. Administrative Challenges

Working remotely with international candidates presents many challenges for companies. One is an in-depth understanding of international policies related to employee-employer relationships, tax implications, payroll, and employee rights. In addition, companies also face challenges in terms of communication, cultural differences and physical differences such as time zones. † Katelyn ZhaoLei Kay Med Inc

2. The cost of flights

Invest in flying employees to the office at least once a year. Maybe I’m old-fashioned, but distance is important, even with responsibility. I have led teams personally and virtually. We have invested in going to our employees or flying them to us. After each trip we see an increase in production. † Ryan LuciaSuch n Such media Business Council is the leading growth and networking organization for entrepreneurs and leaders. Am I eligible?

3. Language Barriers

Be wary of language barriers presented. Often miscommunication can lead to business failure. Keeping this in mind helps business leaders select qualified candidates who can also communicate what’s on their minds in a simple process. † Srikar KarraBuiltGen

4. A decrease in quality

Business leaders should always ensure that they do not diminish the quality of their service or product by hiring internationally. If you have the right systems in place so it doesn’t negatively impact your business, I’m all for hiring internationally. Lowering your costs is a huge key to running a successful business. † Dre MedicineGrow with our agency

5. Expectations

Avoid the tyranny of diminished expectations. Many companies restrict international hiring, especially those from emerging markets, to certain positions and tiers. We’ve recruited top talent from dozens of countries, including filling critical roles in our highest leadership ranks. There are over seven billion people on the planet and great talent is available literally everywhere. † Scott Brightonaurea

6. Team Compatibility

They must have personality, be compatible with the culture and be warm. Having a great personality and being able to work well with others in your company will go a long way in getting off to a quick start along with longevity. Talk to them extensively and introduce them to others in your company. These are also important properties for customer-employee relationships. † Justin ArnoldFlexx Mobility & Performance LLC

7. Accountability Statistics

All warnings against international candidates – language barriers, cultural differences, communication, etc. – are handled with a system of accountability. Establish metrics for quality and quantity of work, have the candidate agree to those standards, and demonstrate delivery prior to the offer. Regular check-ins based on such statistics give you the opportunity to check the candidate’s output. † Pradeep AradhyaNovus Laurus

8. Company culture appropriate

Matching the company culture is crucial. Do their core values ​​align with the company’s core values? Our core values ​​are MIDAS, which stands for means to an end, innovative, reliable, attitude and self-starter. To focus on “attitude” alone, if a potential candidate is negative or has a bad attitude, they won’t make it in our company. † LaMont LeavittinnoviHealth

9. Time Zone Changes

When hiring international candidates, an important angle that business leaders should consider is confirming whether the candidate approached is comfortable and willing to synchronize with the work hours the company follows. While flexible working hours are very much in vogue, it might not really work in the long run if resources work from a completely different time zone. † Abhishek RungtaIndus Net Technologies (INT.)

10. Intercultural communication

Working remotely brings all kinds of unforeseen challenges. Business leaders should hire professionals who have solid experience working with multicultural teams and a willingness to work relentlessly to overcome any misunderstandings from cultural communication. As brands grow, cross-cultural team collaboration will become increasingly important to a brand’s international success. † Natalie LoweThe Orange Blow Fish

11. Comprehension Level

If you speak English, interview potential candidates and make sure you understand them. The same is true if you speak Spanish, etc. The ability to communicate is key to any relationship. We may not understand the subtle differences in language or vernacular, so speak clearly, set written expectations (including timelines and costs), and try to be understood. † Tea HoffmannLaw Strategy, LLC

12. Organized Systems and Processes

Having systems and processes in place is essential. If you can’t document each of your tasks in a step-by-step, easy-to-follow manner, employees won’t be able to replicate on their own, especially if there’s a language barrier. We write down all our processes and then record videos of us doing the job so that if the person is an auditory or visual learner, all our bases are covered. † Barbara Schreihans Your LLC Tax Coach

13. Remote Working Hours

Be on the same page about the time zone in which the international candidate will be working. It is not uncommon for someone all over the world to work in the middle of the night. You may want to find out if they have worked these hours in the past and if they are comfortable with these hours. † Robert BrilBrill Media

14. Online Work Culture

Business leaders must consider the scope of the position they are hiring for. Will there ever come a time when the task can be better fulfilled by someone personally? If you operate in multiple time zones, consider whether this could benefit your business and customers. Think about how you can make an employee working abroad feel integrated while the rest of the team works in the office. † Johan HajjicTop Key

15. Intent

The biggest failure of most companies and professionals starting to outsource roles to international candidates for outside positions is the level of fortitude required to develop effective systems and processes to conduct quality conversations. This affects the optimization of how well you can train and manage your remote team, hold them accountable, and build a culture of success. † Carson PorterREV Agency Syndicate

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