The COVID-19 pandemic has triggered a shift in the way companies work. Companies prefer to have employees working remotely, as it saves them money and resources required to provide a workplace for their employees. Employees can work from their homes, opt for “work-cations,” and work from basically any place with good internet connectivity.
The flexibility offered by remote working is immense, and it brings about the question, if employees are working remotely anyway, then why restrict the employees that are hired to just one particular area?
Hiring employees from across the globe gives you access to a larger employee skillset and increases the chances of finding a more suitable candidate. The Benefits of Globalization for Growing Companies are truly significant and cannot be ignored.
Here are some effective strategies you can use to hire suitable remote global talent for your company-
1. Determine why you have decided to expand your candidate reach
As a company, there must be some reason that made you decide to expand your pool of potential candidates. It could be because you want to diversify your company’s market or expand your company in a new region .There could be a gap in the locally available talent pool and you want to recruit the best talent from across the globe to create your remote crew. Or Maybe it’s just because you want to have more options when hiring. It could also be because you want your company to be reachable 24/7, and it’s easier to hire folks across time zones.
Once you identify your “why,” it becomes easier to shortlist candidates, so they can be hired to fulfill specific requirements.
2. Define the ideal candidate for a job requirement
We must first define the candidate's traits and desired qualities to narrow our search and find someone who is a good fit for the job.
You have a job requirement in your company. Based on that, try to answer some further questions, such as
- What skills do I expect my candidate to possess?
- What kind of resources does the candidate need access to?
- How important is it for the candidate to be able to communicate in a particular language?
- Are there any specific hours during which the employee would be required to work?
- How important is it for the candidate to interact with fellow employees face-to-face, and how frequently would they have to partake in these interactions?
- Can these interactions be limited to only audio meetings, or are video calls necessary?
Once you have answers to these questions, you will better understand how to filter through candidates.
3. Identify various sourcing platforms
You’ve determined the “why” to hire global remote employees; the next step is “how.” There are various platforms where you can place your requirements and look for candidates that match your needs, such as LinkedIn and Facebook. You can also try looking at industry-specific job websites if your requirements are extremely specific.
An easier way to find eligible candidates with less hassle is to use a partner like Gloroots, which already has a presence in the global market. Gloroots offers a complete solution for all your global HR needs, enabling you to hire internationally and onboard across functions.
Specific cross-border remote jobs platforms like Recrew.ai, also enable firms to find the right global candidate with a single search.
4. Conduct a thorough interview process
Once you have shortlisted your candidates, the next step is the interview process to select the candidates that would be the best fit for your company. Since the interview process and the candidate’s further employment are likely to be remote, you need to determine whether the candidate has access to the right resources to fulfill the work requirement.
It is also essential to ensure that candidates can stay motivated and are capable of doing the work that is expected of them without having to be micromanaged. Ensure that you get an idea of how your candidates manage their time and prioritize their tasks and the hours they will be available in a day.
Remember that while your interview questions have to be thorough and have to give you a good idea of how the candidate works, you should not overstep and ask any questions that can be offensive.
5. Be thorough with the employment laws
Hiring employees across the globe gives you access to more talent but also requires that you stay compliant with the laws in your country of residence, as well as the laws in the candidate’s area of residence. Keep in mind that even during the interview process, asking questions about the candidate’s age, health, or family status is illegal in some countries. Ensure that your selection process is compliant with local laws.
Before drawing up a contract with a global employee, make sure you familiarize yourself with the termination laws, time-off policies, any rules that the candidate’s country may have concerning overtime, etc.
A partner like Gloroots eases the process by taking care of all your legal and compliance responsibilities.
6. Foster a sense of inclusiveness in your company
Remember, happy employees, boost the company’s productivity. It is important for your employees to feel welcome and at ease while working at your company. It ensures that employees stay longer and increases the likelihood of them bringing in new talent by referring the company to their network.
Foster an atmosphere where everyone feels included in various activities and does not have to hesitate to reach out to other employees or management when required.
7. Foster transparency throughout
Transparency is essential for a productive virtual work environment. It comes into play when leaders disseminate information, employees discuss your company's mission and vision, and teams communicate and collaborate with one another.
Indeed, it should be maintained throughout the process, whether before, during, or after the interview, i.e. when they begin their job.
It is critical that the company clearly defines the employee's formal obligations. Effective communication only makes the process easier and less stressful.
Best practices suggest clearly outlining processes, expectations, and obligations prior to and throughout the process to avoid such blunders.
It entails clearly discussing the time zones in which they will be available, how comfortable would they be working in a schedule-driven or deadline-driven environment, whether the position will be completely remote or hybrid, how frequently will remote meetings be held, whether the teams will communicate in a synchronous or asynchronous manner, and so on are only a few of the important questions to ask.
As an organization, you need to recognize the potential of hiring global remote talent. The future revolves around global teams and remote work, and it is time for employers to recruit accordingly. Get in touch with Gloroots to have a seamless transition to a global remote workforce.
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