3 Smart Tips to Recruit Top Remote Talent Around the World

Ladders, a career site focused on jobs that pay at least $100,000 a year, noted professionals who will see the most remote opportunities are in fields where tech skills and organizational skills are in high demand, such as senior software engineers and project managers.

The study comes on the heels of the talent shortage tightening. New data released shows a record 4.5 million Americans quit their jobs in November.

These numbers are telling. They illustrate that to be successful in this great talent reshuffling, companies will need to go over the top finding people across the globe and offering flexible, work-from-anywhere arrangements.

Moreover, experts note global recruitment doesn’t merely cater to employee desires, but it also empowers organizations to greatly widen their talent pool.

University of Toronto HR management professor Julie McCarthy told the Financial Post that by broadening global recruitment, organizations, “can expand their reach to hiring people beyond their immediate catchment area, and as a result, bring in diverse and different talents from all over. I think if organizations want to continue to attract and recruit top talent, these strategies are quite clever. They can be really valuable incentives for individuals.”

With more than 40 partner firms across the globe that are part of TRANSEARCH International, TRANSEARCH has access to world-class executive search tools and global scope of resources to provide exceptional talent acquisition expertise.

We are therefore pleased to share practical strategies to help you successfully recruit and hire the best people beyond the USA:

1. Understand, Respect, and Cater to Diverse Cultures

Searching for candidates often requires selling the virtues of the company. But these virtues aren’t necessarily universal. What candidates in Switzerland think of your global brand and what they want from their job experiences will likely be quite nuanced from candidates in India. So there must be a certain degree of tailoring the recruiting and hiring experiences, as well as the messages and cultural sensibilities for the local market, to attract international talent successfully.

Likewise, employer approaches to talent sourcing vary greatly. For example, American companies place a great emphasis on determining if a candidate is the right fit for the role. But in Asia, education credentials and strong references are emphasized. So bottom line – understand the cultural differences as best you can and cater to candidates, blending global branding with a localized twist.

2. Tap into the Benefits of Personality Assessments

Using sophisticated leadership and team assessments to help recruit the best people, for the right roles, is a common global theme. At TRANSEARCH, we leverage Hogan Assessments, which provide valuable insight into how people work and lead, which helps predict how successful they will be. This enables us to consistently deliver superior leaders with precision and clarity.

Regardless of which candidate assessment tool is used, your search partner must ensure the entire process of administering them in each country is unbiased, objective, and legally defensible. Also, you want potential employees to have a positive experience doing their assessments, so make the assessment process is inviting, informative and beneficial for the candidate.

3. Know the Labor Laws of the Land

Every country in the world has its own laws governing recruiting and hiring candidates. It’s imperative to comply with country labor laws, taxes, and other regulations when searching and hiring talent outside of the U.S.

For example, labor law in Romania stipulates employees with disabilities must make up at least 4 percent of the staffin large companies. As recruiters, we see this is an excellent opportunity to bolster diversity, equity and inclusion, since remote work would in many cases be ideal for workers with disabilities.

Health insurance, payroll taxes and pension regulations are also exceptionally different from one country to the next. For example, in the United Kingdom, employers typically contribute about 13.6 percent of an employee’s salary to social security programs through payroll taxes. In Germany, that figure is much higher at 20.7 percent. Make sure you’re on top of these details, as it may impact who or how many people you hire in a particular country.

Ultimately, searching for high-paying global talent is getting bigger by the day. To find and hire the best, showing people you appreciate and understand where they come from will likely entice them to be far more likely to want to come and work for you, no matter where they are.

How to Create an Effective Hiring Plan for Leadership Talent

In the business world, it’s no secret that the success or failure of any company largely depends on its leadership. Finding the right leaders who can steer your organization toward growth and prosperity can be daunting. But with a well-planned and strategic hiring process, you can increase your chances of attracting and identifying the best leadership talent.

Unlock the Secrets of Employee Retention with ‘Why Do You Stay?©’

‘Why Do You Stay?©’, powered by Orxestra, is a unique, research-based assessment tool designed to uncover the driving forces behind your teams’ decision to stay with your organization. This approach goes beyond merely asking employees why they stick around, instead using an appreciative inquiry-based methodology to facilitate…

Top Tips for Finding a Strategic Leader in Sustainable Business Practices

The search for a strategic leader in sustainable business practices demands a keen eye for skills beyond ordinary leadership. These individuals should combine strategic thinking, exemplary…

Harnessing Data Analysis to Find Leadership Talents in Energy, Mining, and Utilities

In the dynamic energy, mining, and utilities sectors, the right leadership can be the difference between success and stagnation. With the rise of technology and the increasing importance of data, organizations are now equipped with tools that can help them identify and nurture leadership talents more effectively than ever before. Data analysis…

How Can I Ensure My Team Is Incentivized and Rewarded for Their Efforts When Developing Cleantech and Renewable Energy Solutions?

In the transformative world of cleantech and renewable energy, the motivation and dedication of a team can make all the difference. Ensuring your team feels valued and adequately rewarded is not just about financial incentives…

Developing Comprehensive Onboarding Plans For New Hires

Every organization wants to have competent and productive employees. However, ensuring an efficient onboarding process is the key to developing an efficient and result-driven workforce. A well-crafted onboarding strategy can help newly hired top-level executives understand their roles and…

Winning Over Existing Staff Members as a New Leader

Becoming a new leader in any company comes with a diverse range of responsibilities, including winning over the existing staff members. Undoubtedly, change is inevitable when a new leader takes over, and it often…

Articulating Compelling Missions, Visions, and Values To Attract Ideal Talent

One of the most critical challenges businesses face today is attracting top talent. With the war for talent raging on, companies must have a compelling reason for prospective employees to choose them over their competitors. Companies’ value proposition to potential employees has become more critical than ever. For this reason, businesses need to…

Overcoming Challenges In The Search For Top Talent at Your Life Science Firm

Recruiting top talent in the life science industry is daunting, especially when the demand for skilled professionals outweighs supply. As a hiring manager or HR representative, you constantly face the challenge of attracting highly qualified…

Getting Started with Onboarding: Preparing For Successful Integration and Retention Of Your New Team Members

As a business leader, you know that hiring a new employee is time-consuming and expensive. That’s why it’s crucial to have an effective onboarding program in place that can help integrate new hires quickly and seamlessly into your company culture.