When hiring internationally there are many layers that must be sifted through and many factors which must be considered. Hiring internationally is a great way to execute global expansion for your business, but during the process, much care should be taken in order to ensure the integrity of all involved. Let’s look at a few things you should consider when you are hiring candidates who live abroad.
Cultural Differences
If you have not had very much experience with hiring internationally it is imperative that you be aware that different cultures have different hiring processes. Just as different cultures have different practices for other forms of interaction, the hiring process in other countries could be vastly different from what you are accustomed to.
Take some time to research the hiring practices, interview practices, or others factors that could affect your interaction with a candidate. This will help you both to get off on a better footing and to be better able to relate to one another during the hiring process.
Employment Regulations
It will be very important that you understand all employment regulations which may affect the candidate. This will be important both economically as well as legally. Remember that it is not the candidate’s responsibility to inform you of these things. It is the company’s responsibility to be up to date on all employment regulations which will apply and impact the candidate while they are employed with you.
Not only will you be held responsible for any overseas employment regulations, but you will also be held responsible for domestic employment regulations as they apply to a foreign employee.
It is a good idea to commence a training period for those in charge of the hiring process before setting out on this endeavor. This will ensure that all involved understand the regulations that will govern the hiring process.
Pre-Employment Screening
Background checks are a normal part of the hiring process, but a background check can become a bit more complicated when it is being performed for someone who lives internationally. Under new international privacy laws, background checks are a bit more tedious but still equally important to the safety and integrity of your company. The fastest and easiest way to perform an international background check is through using a reputable company that specializes in this.
The Onboarding System
Once you have successfully chosen your international candidates, you will need to start the onboarding process. The onboarding process can be complicated even when dealing with a domestic workforce. When you are dealing with employees which live internationally, the onboarding process must be seamless and stress-free in order to secure employee retention.
A difficult onboarding process can be discouraging to new hires and contributes greatly to employee turnover. Planning and executing a well-thought-out onboarding procedure will help to transition your new hires into productivity mode more quickly. The onboarding plan should be organized and understood long before the hiring process starts.
Time Differences
Once the onboarding process is complete, and you are ready to get to work, it is important to be aware of the time differences you will be dealing with while interacting with your international employees. It is vital that sensitivity and respect be shown for an employee’s time and schedule. This may take some planning and adjustment in order to get the timing right for meetings and conference calls.
Work Permits
Another important step in the international hiring process is to ensure that all Visas and or work permits are in place. This would apply more to international workers who are going to relocate.
It is imperative that all involved are aware of the laws governing international workers. If these regulations are ignored or overlooked accidentally it could cause legal issues for the company as well as legal issues for the employee.
