Hiring internationally brings both exciting opportunities and unique challenges. As companies consider a truly global talent pool, they must also consider the legal and regulatory requirements to ensure compliance in each country. Additionally, cultural differences, language barriers and time zone variances can impact effective team collaboration and communication.
To leverage the benefits and mitigate the challenges of hiring international talent, the members of Fast Company Executive Board share key considerations to keep in mind.
1. UNDERSTAND CULTURAL DIFFERENCES.
When hiring internationally, understanding cultural differences and how they impact communication, collaboration, and creativity is key. Focus on regions where specific expertise and cultural competency align with business needs and reflect the markets you serve. Misunderstanding cultural nuances can lead to miscommunication, both internally and in your marketing efforts. – Jen Jones, commercetools
2. KNOW THE STRENGTHS AND WEAKNESSES OF DIFFERENT REGIONS.
The most important aspect of building a global team is understanding the strengths and weaknesses of talent in a region. Teams in one region might be great at building new solutions and quickly, while others are better at software engineering practices and project management. It is essential that there is cohesiveness towards business goals, irrespective of talent location. – Vineet Jain, Egnyte Inc.
3. EMBRACE DIFFERENCES WHILE CONSIDERING LOCAL LAWS.
Recruiting globally requires embracing regional, cultural, and legal differences, while also considering local labor laws, taxes, and communication preferences. – Alan Liao, Manaflex
4. PROVIDE OPPORTUNITY FOR ALL TALENT.
If you are good at spotting talent domestically, you will also be good internationally. Amazingly talented people are everywhere and I feel that our job is to provide opportunity. – Patrick Hanlon, Primal Branding
5. CONSIDER OVERLAP IN GEOGRAPHIC AREAS.
Training junior talent can be hard when they don’t have access to in-office senior peers. There will be hidden costs and legal and compliance issues when running operations from a one-off country. Research the countries you want to hire from. Consider the time zones you’re willing to invest in. The broader the span, the less overlap teams have, which can impact speed and productivity. – Jonathan Widawski, Maze
6. ESTABLISH TEAM NORMS TO RESPECT CULTURAL DIFFERENCES.
It’s important to respect cultural differences when hiring internationally, but it’s also important for global teams to feel connected. In my dual role as Philippines country manager and Chief Brand Officer, I celebrate the uniqueness of our Philippines team, while also connecting to our global offices. To avoid misunderstandings, we establish clear team norms on communication and collaboration. – Dux Raymond Sy, AvePoint
7. LEVERAGE LOCAL TALENT.
Hiring for a global team demands localized expertise and diverse talent. A “one size fits all” approach won’t deliver the outcomes companies need to succeed. By leveraging local talent, businesses can better grasp the unique needs and expectations of regional customers, which will help build the business over time. – Kiva Kolstein, AlphaSense
8. LOOK TO BRING WOMEN INTO THE C-SUITE.
Companies must prioritize cultural intelligence and increase the representation of women in the C-suite. A recent study revealed that women executives currently make up less than 30% of the top leadership, and embracing diverse perspectives globally enhances innovation and drives more effective global collaboration. – Beth Jannery, Titan
9. FOCUS ON LANGUAGE INCLUSIVITY.
Access to global talent makes it crucial for companies to prioritize language inclusivity by providing technical documentation in customers’ and employees’ native languages. This fosters understanding, collaboration, and a sense of belonging, ultimately driving success in a diverse workforce. – Bryan Murphy, Smartling
10. ELIMINATE BARRIERS TO SENIOR LEADERSHIP.
Providing equal growth opportunities. Most of the time when you hire internationally (especially in the Asia Pacific), it becomes hard for them to get in front of senior leadership in the U.S. and show the skills or work that they have done because of time zone challenges. This can limit their professional growth and can lead to dissatisfaction. Companies need to think about how they can reduce this barrier. – Ruchir Nath, Dell Technologies
11. PRIORITIZE CULTURAL SENSITIVITY.
Cultural sensitivity is essential. To keep everyone happy and productive, you need to understand and respect everyone’s unique customs and quirks. From how you say hello to how you negotiate deals, cultural sensitivity is the key to building strong relationships and thriving in today’s interconnected world. – Christine Alemany, Thrv Advisors
12. INVEST IN EQUITABLE CANDIDATE EXPERIENCES.
Invest in an equitable candidate experience. Schedule interviews in the candidate’s time zone, avoid colloquial job descriptions, and be upfront about visa sponsorship, so candidates don’t go through the whole process only to learn that they don’t qualify. – Pooja Vijay Kumar, Autodesk
13. FOSTER CULTURAL UNDERSTANDING.
It’s crucial to prioritize cultural understanding and clear communication. Each country has its own work culture, and assuming everyone will quickly adapt to your company’s norms can lead to miscommunication and missed opportunities. By respecting and embracing these differences, you can foster more vital collaboration, build trust, and fully leverage the diverse talent that global hiring brings. – Dan Sorensen, Air National Guard
14. RESPECT CULTURAL DIFFERENCES.
Companies must prioritize understanding and respecting cultural differences when hiring internationally. Effective cross-cultural communication and inclusivity are key to fostering collaboration and cohesion. Recognizing diverse perspectives enhances innovation, prevents miscommunication, and creates a positive work environment, driving global team success and retention. – Stephen Nalley, Black Briar Advisors
15. BE MINDFUL OF LOCAL LABOR LAWS.
When hiring internationally, companies need to be mindful of compliance with local labor laws and regulations in each country they hire from. Labor laws vary significantly across borders, covering everything from employee benefits and tax obligations to working hours and termination policies. – Britton Bloch, Navy Federal
16. CONSIDER USING GLOBAL TALENT PLATFORMS.
When hiring internationally, companies need to prioritize cultural fit and clear communication. Understanding local customs and fostering strong communication ensures seamless collaboration and maximizes the potential of global talent. Platforms like Deel are a really help in hiring global talent. – Francis Hellyer, tickadoo