Your company’s access to talent can have a huge impact on its potential for success. That’s as true for B2B entrepreneurs in the Asia-Pacific region as anywhere else in the world. If you’re thinking about starting a global recruitment effort, here are four things to consider before hiring internationally…

1. The role of the internet in your recruiting efforts

The internet can make it much easier than you might expect to find new workforce members in other countries. Modern technology allows replicating all the traditional hiring processes remotely, whether you’re recruiting someone, interviewing them or sending a contract. Some companies even have internal task forces staffed with people who put their energy toward finding the best and brightest candidates. 

Assess how the ongoing coronavirus pandemic might encourage someone to work for your company. Recognise how the internet makes it easier to connect with them and explain the available opportunities. For example, someone from one of the worst-hit places in the United States might feel ready to move to Australia. That country has recorded less than 30,000 cases so far. 

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Hiring Internationally

2. Whether existing employees might fit new hiring needs

Before launching a global hiring campaign, consider whether your company already has team members who could excel in the roles you need to fill. A global talent survey polled human resources professionals in 35 countries to get their feedback on several topics. About 81% of the respondents agreed that internal recruiting improved retention. Additionally, 69% thought it made people more productive in their new positions. Internal recruiting is not the best option for every company, but it may prove to be a wise approach. After all, existing employees have likely already proven their worth in many ways. 

3. If remote work opportunities could expand your workforce

Maybe you’re concerned about some of the logistical challenges of hiring globally, such as securing visas for new employees. One possible solution is to have them work remotely first. That arrangement gives them opportunities to benefit the company without being on-site. You could also hire people on short-term contracts first, then tell them they could become permanent employees by performing well. That could motivate them to do their best and understand that their output affects their circumstances. 

Various studies indicate that remote working pays off for everyone involved. For example, one finding was that people are more engaged when they spend at least 60-80% of their time working remotely. Many individuals also see the chance to work at home as a major perk that sets companies apart and makes them more appealing. Hiring people from various time zones could simulate a situation where your company perpetually meets client needs around the clock.

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Hiring Internationally

4. How tech expertise could strengthen the business for the future

Many company representatives move forward with global hiring efforts after realising they need to address tech expertise gaps. For example, maybe you’ve concluded there are not enough artificial intelligence (AI) experts in your country. A 2020 report showed that the United States has the highest number of people with specialised AI skills, with India in second place.   

No matter how much your company uses AI now, there’s a good chance it could become more prominent in the future. The same goes for any technological deficit your company is dealing with now or may soon. If you’re eager to prepare your company for whatever’s on the horizon, hiring internationally could be the most practical way to meet current needs and get ready for what lies ahead.

Assess Your Needs Before Finalising a Decision 

Looking for candidates around the world is not a decision to make hastily. You should also avoid doing it merely because it seems like the best thing to do based on competitors’ actions. Examine your existing requirements, as well as how a more globalised workforce could help meet them. 

Besides looking at the most pressing needs your company has now, try to take a longer-range viewpoint and figure out how those may change over the next five years or so. A future-oriented mindset can make you better able to adapt to shifting priorities and marketplace conditions instead of getting left behind and scrambling to keep the company strong. Hiring internationally is not the right choice for every B2B entrepreneur in Asia-Pacific countries. However, these four tips can help you feel more confident in your decision.

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