Tips for employers looking to hire abroad
Tips for employers looking to hire abroad
The best talent in the marketplace isn't always on your doorstep. However when it comes to hiring from abroad, there's more to consider than just the individuals skill set alone. As an international search firm, O'Connell Marketing is used to sourcing top talent from across the globe. But how do you make sure the hiring process is a success for both parties?
How do you manage your risk?
Here are some questions to help you determine if a job seeker is serious about a move to a new country:
Has the job seeker lived and worked abroad before?
We find that those who have already had an international living and working experience are more likely to do this again.
What foreign languages do they speak?
An appreciation and interest in other cultures can be demonstrated by a job seeker's linguistic skills.
Are they actively applying for job positions abroad?
The job seeker can demonstrate their intention to move by the actions that they take to do this.
Have they pursued an internal transfer with their current employer?
This can also help assess motivation to move as well as give an insight as to how their current organisation values their skills.
What is their motivation to move countries or cities?
An open question may uncover many good (or bad) reasons for an international move.
What is their working visa status?
Will you need to arrange work sponsorship? Does this candidate easily meet such sponsorship requirements of your country? Is your company prepared to arrange this?
What are their financial expectations?
Is the job seeker looking for the traditional "expat" arrangement where everything is paid for by the company or are they open to work under a local employment arrangement? Depending on the level of the position and the company policy, more and more companies are favouring the international employee on a local arrangement.
What sort of work have they done with cultures outside of their own?
Some people's success is based on how they work. If they have only worked within a specific cultural style, your risk is increased as the distance to your country increases.
Have they spoken with their spouse about an intended move?
A great job in a foreign port may not suit the whole family. It's important to check that family are as enthusiastic as the job seeker for such a move.
Will they travel to meet you in person?
Before you make that crucial hiring decision, bring the candidate over to your country/city. Let him or her have a taste of what life will be like for them. Employees need to know that their new place of residence will meet their pelrsonal needs as well as their professional needs.
Look after your expat. Be sure to help your new employee and their family to settle in. Not only provide a strong induction programme to your company, but an introduction to working culture, expat services, schools, health care, tax, social groups and so on will make settling in a lot easier.
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