One of the biggest challenges that companies face when it comes to hiring the best technical specialists is… how to find them. Intense competition on a local scale, tech talent shortage, recession, and the Great Resignation force business owners and recruiters to switch to more innovative approaches to talent hiring.
Global employment and recruiting is a worth-try tactic, so in this article, we’ll discuss how to get brilliant software developers for your company by thinking globally.
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Still in doubt about hiring globally? Here are the main reasons to do it
Take a look at the map provided by GlobalData Job Analytics. It shows the number of open vacancies and closed jobs by region. While there is a 4% more posted jobs than closed ones in North America, other regions cope with talent recruitment better. For example, in Latin America, there is a 13% increase in closed jobs while the share of recently posted ones grew by 6% only.
This means that such regions as Latin America, Europe, and the Asia Pacific have more candidates currently looking for a job, which makes global hiring an option to close the talent gap for companies located in North America. But that’s not the only benefit of hiring talent worldwide. Let’s discover some other ones.
Bridge the talent gap and access complementary skills
With a globalized talent search, you can surely find and hire the required talent much easier. If you are looking for a developer with a specific skill set that’s hard to find locally, global recruitment is a proven way to find it in another part of the planet. What’s more, building an international team allows you to hire ICT professionals with a diverse and comprehensive range of skills. What’s more, you also get an opportunity to hire people with the “skills of the future”, such as analytical and creative thinking, emotional intelligence, complex problem solving, people management, communication and negotiation, service orientation, and cognitive flexibility.
Embrace diversity in the workplace
Global hiring helps companies bring together people from all over the world and put them in positions where they can learn from each other and grow as individuals. By hiring employees from around the world, companies can get individuals with different backgrounds and experiences than their current staff members on board. This gives enterprises access to new perspectives on how to do things, which can help them make better decisions about their business.
Here we’d like to quote our recruitment expert, Anastasia Shvetsova, who brilliantly sums up why companies should care more about diversity when hiring tech talent:
“Diversity is a lot more than just a way to fill a quota or hire cheaper talent. It’s a way to complement your company culture with other ones; to have access to a different education, different thought patterns, fresh eyes on old issues, a whole different luggage of experiences which might already contain the solution to a problem that has been baffling you for ages. We wouldn’t consider eating all our meals with a fork; why then should it be so unusual to hire very diverse people to solve a problem that is much more complex than eating a meal.”
Last but not least, diverse hiring can become one of the foundations of your employer’s brand development. Today, the lion’s share of top tech candidates considers diverse teams important, meaning that attracting them to your company can become a little easier if you follow the Diversity-Equity-Inclusion principle when hiring globally.
Expand your market reach
If you’re looking to expand your market reach, hiring employees that present different cultures is a great way to do it. This is the benefit of global talent sourcing that logically comes from hiring diverse tech teams. So, when you hire representatives of different cultures, they bring with them an understanding of specific mentalities and markets, which can help you localize your product accordingly.
In other words, your global employees can give you the first-hand insight you are unlikely to get elsewhere so that you can better tailor your product or service to the specific customer group and scale your business with more confidence.
Make your employer branding more recognizable
In addition to the opportunity of finding the best-fitting candidates, global hiring helps you make your employer brand more recognizable. If you are placing job advertisements around the world, you are putting your brand in front of an international audience, raising awareness on a global scale.
But before doing that, make sure you have consistent messaging across all your channels. It means that all social media accounts, websites, and other forms of communication should use the same tone of voice and deliver the same values. Only in this way, potential candidates would be able to easily recognize what type of culture exists within your organization based on what they read about it online or hear about through word-of-mouth.
Serve your customers 24/7
Hiring international teams, where team members work in multiple time zones also means that you can serve your customers 24/7, without making them wait until the beginning of the business day in your country. This advantage of global talent recruitment is especially relevant for SaaS projects which need to always work on improving customer service. Offshore customer service centers can also drive better customer satisfaction when the clients can get in touch with a service agent at a convenient time. Non-stop work on your software improvement is also a competitive edge for the products following DevOps (CI/CD) methodology.
Take advantage of the salary gap
When it comes to hiring the best tech talent, you want to make sure you’re paying a fair salary. Global talent hiring allows for cutting overhead costs – when hiring from specific locations, you can pay less for the talent of higher quality because of different salary expectations. This is also one of the reasons why companies worldwide outsource IT processes to destinations with a better price-quality match than their homeland can offer.
For example, the cost to hire a software developer in Mexico is nearly three times lower compared to hiring a programmer with the same qualification in the USA. A convenient time-zone overlap and the hard-working nature of Mexican software developers make them a great hiring option for US companies especially.
Deal with labor market challenges better
The Great Resignation and the tech talent shortage are two major challenges that the tech labor market faces today. The Great Resignation refers to the fact that tech employees are massively leaving their jobs in pursuit of better opportunities, while the tech talent shortage refers to a lack of qualified applicants for a particular job opening.
Global staffing and recruiting solve both challenges at once. By hiring globally, you access the largest talent pool possible, meaning that you can reach out to both top-skilled and promising up and coming software developers, who will be interested in your job opportunity and add their knowledge, skills, competencies, and values to your team. So, let’s find out how to get started with global hiring step-by-step.
How to create a global hiring strategy
To hire the best and brightest, you need to develop a solid global hiring strategy. Here are some tips on how you can do it.
Develop a global employer brand
The first thing you have to care about when creating a global hiring strategy is the development of a global employer brand. Here we mean how you will look like to your potential hires, so make sure to present yourself in the best light. Make sure your brand identity includes your company’s mission statement and values, as well as details about career opportunities and benefits.
You’ll also need to have a mobile-friendly website so that Gen Z can easily access it on their phones. The reason is that Gen Z is the first digitally-native generation, and now they are actively entering the labor market. So, developing a website with responsive design, as well as a strong social media presence should become your another priority. Use social media to share videos or photos about your company’s culture and post new job openings there, too!
Finally, emphasize flexibility when talking to your candidates. Most of them are likely to appreciate the hybrid and time-zone-tailored schedule with a focus on the result.
Define the positions and match them with talent pools
So, define the roles and the tech skill set you need for each of them, and then, proceed with choosing the right destinations to hire software engineers remotely.
Take care of end-to-end candidate experience
Before you get started with attracting global candidates, make sure you have a flawless onboarding process in place. The tricky part is that you will not be able to see the candidate in person, like when you hire locally, so you should put additional effort into the digital onboarding experience.
For example, consider adding an onboarding chatbot like Leena AI. It works as a new employee’s virtual assistant and automates repetitive tasks, scheduling the necessary calls, sending documents, and sharing onboarding content. You are also welcome to get started with an International Human Resource Management System (HRM), more on this in the next section.
Get started with an International Human Resource Management System
Using an IHRM is one of the best practices to manage the global recruitment process. The simplest systems of this kind allow you to build a database of suitable candidates and track how they move along the recruitment pipeline. More advanced global hiring solutions come with onboarding and on-the-job training, international payroll, benefits and compensation management features, plus legal compliance management. IHRM systems are usually designed to be easy to use, so you can get started right away. For example, you only need to enter information once, and then IHRMS will automatically calculate deductions and taxes based on the local laws in each country where your employees live.
Leverage data-driven talent sourcing
To get all the benefits international hiring promises, consider using automated recruitment tools or partnering with an agency that has practical experience in sourcing international talent. Here, at Bridge, we have both.
Our sourcing-as-as-service successfully combines a data-driven approach to global talent search with our local recruiters’ expertise, allowing us to find the right candidates across three continents and source them to you in a few days.
Our talent sourcing process is 80% automated. While our proprietary engine makes accurate candidate suggestions, the remaining 20% of the job, which is even more crucial as it includes direct communication with potential candidates, is done by our local talent sourcers. They speak to candidates in their native language, ensure cultural fit and handpick the finest-tuned developers. The only thing you have to do is to interview them for current positions or get back to them for future openings.
Try sourcing-as-a-service today and hire globally with more confidence!