From transportation to wireless technology, borders look different today. Geographic boundaries no longer limit employers from hiring the top workers or job seekers from stretching their search to those offering better pay and perks. This massive shift is important in many industries, but it’s a vital piece of strategic company building in the tech world.
Yet, hiring international talent isn’t as easy as making a job offer to someone you want to employ. There are many hurdles to manage as you’re attempting to implement the benefits of diversity in your tech organization. This article explains what you need to know to hire international workers.
Diversity in Tech = More Profit, But More Work
Moving into a global job recruitment market can lead to better job satisfaction and higher company profit for your tech business. Studies show that tech organizations that do diversity “right” benefit from the extra upfront changes with more creativity, better employee satisfaction and retention, and, ultimately, higher profit.
However, integrating diversity, ethnicity, and inclusion (DEI) into the workplace isn’t as simple as hiring people with different backgrounds, and it isn’t a political move, either. When you shift your hiring practices focus to expand to international workers, the adjustment must begin at the foundation of your company if you want it to work well. This piece may involve training, as discussed in this article by Obsidi®.
Bringing in diverse talent offers your team the opportunity to hear from people with unique backgrounds, skills, perspectives, and experiences. Still, not everyone in the organization is on board with listening to those different ideas. Acceptance must begin at the head of the company, where leaders role model the importance of international minds to propel the business — and everyone who is a part of it — forward.
Hiring International Workers: Know the Rules of the Countries Involved
The pandemic of 2020 brought with it an unexpected overhaul in the world of remote work. Now, many governments have seen the impact and opportunity of working outside of the country, and they permit it under certain conditions. It’s your job as the hiring organization to understand the rules of the company’s headquarters and the country of origin of your intended workers.
This knowledge involves recognizing how to classify your new hire. Are you hiring them for remote work, or bringing them into your country? Will they be an employee or a contractor? Misclassification can lead to legal consequences for you and them.
Discuss the legalities of hiring a foreign national with your attorney. Will they need a visa and a work permit? What’s involved in sponsoring them for these documents? Instead, can you hire them through an Employer of Record (EOR) staffing company? What are the tax aspects of hiring an employee on a visa versus as a contractor or freelancer?
Note that hiring international workers falls under complex laws and rules governing wages and employment terms. There is likely a minimum salary, a required residence registration, and other regulations to consider, making it wise to have an attorney help you navigate this company change. If you extend a job offer to someone who isn’t eligible for a visa or won’t be permitted to start working until the following year, you may need to readjust your plans for that position.
Final Hurdle: Create a Hiring Process for Internationals
If you believe the benefits of hiring diverse workers outweigh the legal work involved, the final hurdle is creating a different hiring process. There’s a good chance that what you’re currently using to hire your new employees won’t work for tech talent.
As you expand into these new markets, review your projected goals. Will you need remote workers or someone to relocate near your company? Is the intention to strengthen your current brand or to grow into an international organization? What does your workplace atmosphere look like right now? How can you use that situation to attract diverse minds? If you don’t have a DEI strategy yet, what do you intend it to look like? How will your new hires play a key role in achieving your goals?
Next, research the markets of the tech candidates you’re interviewing. Will they be compatible with your company, yet bring in different perspectives? Are the salary structures similar? What perks do they expect to see? What kind of education is offered? Will you need to offer relocation packages?
When you’re ready to advertise the job, use international tech platforms and professional networks that are also prevalent in your target areas. Keep in mind language and time zone barriers that could impact your interviews, and have a plan to overcome those challenges.
Conclusion
Finding the top tech talent is now a worldwide search, with global competitors doing the same. Your journey to a diverse company with international employees starts here, but it doesn’t end with the job offer and acceptance.
Keep adjusting your company policies until you have a complete onboarding program that meets the needs of international workers and teaches them everything they need to know to succeed and thrive in your workplace — and their new country.
