international talent

Companies today have the technology to thank for being able to attract and hire top talented employees from all over the world. Fast Internet connections and considerable computing power make remote work as seamless as it can be. The entire world is now at your disposal, and it’s a giant talent pool available for you to explore. 

However, even though remote work is as seamless as it gets, companies must develop specific strategies when it comes to attracting the best international talent. The main reason is that remote employees want to be a part of your team the same way your employees are. 

That means you have to be able to overcome certain barriers that will stand in the way and ensure your remote employees are not just included but also engaged. In addition, you must make your offer appealing enough. 

After all, as much as you’re able to scour the world in search of top talent, top talent can do the same to find the most suitable company to work for, so you must give them a good reason to accept your invitation. That being said, here are a few tips on attracting the best international talent.

Understand the global needs

Job seekers across the world all have needs that they would want to be met by employers. You can’t just expect to post a job offer somewhere online and wait for the best talent to appear. It doesn’t work that way, unfortunately. 

Before you start looking for talent, try to do some research to determine what different global groups are looking for, employment-wise. Furthermore, consider creating employee personas so that you can craft specific employee value propositions (EVP) that will suit the needs of individual groups or potential candidates. 

This is very beneficial when you want to segment demographic groups of talented candidates and cater to their needs. After all, they belong to different cultural groups and have different views on certain matters. 

Offer compelling benefits

Although remote work is possible and it works out on most of the occasions, a lot of companies prefer to bring in international talent in-house. That way, companies don’t have to worry about remote workers becoming isolated and disengaged. However, in order to encourage talent to come in, you’ll have to provide some seriously compelling benefits. 

As an example, some companies offer to take care of relocation costs, and they will even offer to subsidize housing costs. Another beneficial thing you can do is cooperate with companies such as Englishwise to provide international talent with proper education in the English language. Additional training and education regarding company policies, tools being used, and other factors will also interest international employees. 

Engage in some recruitment marketing

recruitment

Top talent, even international one, isn’t easy to attract. The main reason is that they are looking for the best companies to work for. You must present your company as such if you wish to hire these people. Recruitment marketing can, therefore, be an ideal strategy for you.

Recruitment marketing works the same way as regular marketing, only you’re not promoting any products or services, but instead, you promote your company and your job openings. The fact of the matter is that talent will check your company online and your reputation. 

With an effective recruitment marketing campaign, you can allow talent to have insight into your company’s culture, operations, the way you do things and of course, your job position, alongside detailed information about it, such as salary, benefits, growth opportunities, etc. These people are tech-savvy, especially younger generations, and they’ll prefer to check job opportunities over social media and other relevant channels. 

Be ready for remote work

remote work

While some international talent would prefer to join your in-house team, others might prefer to work for you remotely. You must be ready for both options. When it comes to remote work, the major issue is that companies fear turnovers due to isolation and disengagement from international employees. You must attend to that issue even before your remote employees begin to work for you. 

For instance, create strategies that will involve your remote workers in everyday communications and collaborations with the in-house teams. Obtain the necessary software and equipment that will help remote workers to become included and work on activities that will encourage them to engage. 

Make sure you have an efficient onboarding process for remote workers as you’d have for new in-house members. That way, you can slowly work on remedying any issues and obstacles regarding remote employees and remote work, in general. After all, you want to not just hire international talent but also ensure you can retain them and avoid the costly turnovers.

Every company is on the lookout for talented employees. The main difference now is that companies can turn towards the global talent pool and not just the local one. That said, the challenges still remain, and you must find ways to overcome them so that you can not just attract the top talent from all over the world but also encourage them to work for you.

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