3 Questions to consider when hiring global, remote talent

 

Technology and globalisation have made everything more accessible – including great people! Workplace flexibility has escalated the demand for greater employee choice and freedom, not just in terms of compensation and benefits, but how and where people work. These shifts present your organisation with the ability to tap into global talent and unlock the capabilities of virtual teams. 

According to Charles Ferguson, Globalization Partners GM Asia-Pacific, sourcing international talent is no longer driven purely by lowering costs – but as a matter of survival. “Every business is going to need to look outside their own forest for growth. That’s just a fact. More than ever we are going to require not just a particular skill, not just a particular price point, but if you are to survive, you absolutely need diverse points of view and culturally unique perspectives.” 

 

In the current context of remote work and powerful tech stacks, hiring global talent makes sense. The freedom and flexibility to hire globally: 

– gives you instant access to a larger, more diverse talent pool

– accelerates growth and helps you remain competitive 

– increases your capability to address urgent skills gaps 

– reduces costs. 

 

Many employers are already using global hiring to their advantage. In November last year, 64% of employees in small or medium-sized businesses in Australia reported working remotely full-time or part-time. This statistic is up from 57% since March 2020, when we originally went into lockdown. 

However, hiring global talent also presents unique challenges, from workforce management to inclusion. Here are three key questions to consider when hiring global talent. 

 

1. What is your current working model?  

Executive leadership, HR and people teams have reassessed their current working models to deliver what their organisations deem successful in this new environment. Do you offer a pure remote work model, hybrid work model (where people work from both home and the office), or models tailored to individuals (where employees have the choice to work remotely or in-office, depending on their requirements)? 

Establishing your working model allows you to be specific in articulating what you can offer candidates. This gives you clarity when going to market and targeting specific regions. 

Read more: Top HR trends solving problems of remote working 

 

2. Does your tech stack and communication processes meet your global hiring strategy? 

Remote work arrangements drastically change the way employees interact with the rest of their team and managers. Lack of suitable technology, communication channels and support destroy engagement, motivation and productivity. 

Create additional virtual check-ins for employees with their managers and team, and introduce new tools for virtual meetings and online messaging. Establish strong processes to assist your team members throughout the employee lifecycle, starting with recruitment.  

A seamless recruitment process reflects positively on your employer brand and gives candidates a strong indication of what’s to come. Alcami Interactive’s video interviewing software is a great way to introduce potential team members to your culture and people. 

Read more: Why your ATS matters less than your HR tech stack and integrations. 

Your induction process should be equally strong to back up your recruitment process and underscore your Employee Value Proposition. 

Global talent and remote work demand great technology and a tailored communication strategy. These support the final piece of the puzzle when hiring talent globally: fostering a sense of inclusion and cultural understanding. 

 

3. How will you ensure inclusion and cultural understanding? 

Finding and recruiting great talent is one thing; ensuring they stay is another. 

While people from other cultural backgrounds bring different perspectives, insights and skills to enrich your organisation, there are also logistical, communication and cultural elements to consider. The key to engagement is inclusion and cultural understanding. 

Your teams must have a strong understanding of cultural differences and confirm this is reflected throughout your candidate and employee lifecycle. Ensure your hiring managers and leadership team are aware and understand how to navigate these differences. When recruiting in different regions, understand the local culture and operating conditions. 

You’ll also need to implement additional measures to maintain a happy, productive culture. Create an intentional plan for inclusivity, such as additional communication measures, surveys, video, chat and ways to replicate office perks. Intentionally create opportunities for social encounters to maintain the fabric of your workplace culture. 

Globalisation and advances in technology have given us the incredible opportunity to tap into larger, more diverse talent pools. Consider your current working model, establish the right technology and communication strategy, and be intentional about inclusivity and cultural understanding. 

 

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