In the midst of a pandemic, it can be hard to remember what the world of recruitment looked like before. Yet, with vaccine programmes picking up around the world and many countries staring down the road out of lockdown, companies will soon have to resume hiring.
But thanks to COVID-19, everything from interviewing to onboarding could look very different. So, what are the next steps for businesses looking to hire globally?
Recruitment’s gone digital
Virtual recruitment is now the new norm for many, and if you haven’t already, now’s the time to get your virtual interview software and processes up to scratch.
Many international companies will have dabbled with video interviewing and remote assessments in the past. But the pandemic and realities of lockdown have sparked a complete end-to-end virtual recruiting process.
Not only can virtual recruitment reduce costs, but it is also quicker and more efficient — helping to speed up time-to-hire and ensure you’re not losing candidates to competitors that get in there first.
Thanks to mass redundancies around the world, there is a vast talent pool out there ready to tap into. And those companies that are prepared and quick off the mark once restrictions are lifted will reap the rewards.
Reliable technology will be key here. But once you’ve refined your virtual hiring processes and nailed the tech, you’ll also need to start looking for ways to add human touches back into your global recruitment plan.
Remote working is the way forward
In the longer term, remote working (which lends itself well to cross-country business operations) is likely to become a more permanent fixture. This new way of working opens up a world of possibilities for organisations looking to expand their global workforce, giving them access to a diverse talent pool and allowing them to increase productivity and retention while saving on salaries and facilities.
Plus, as remote and flexible working become increasingly important to employees, those companies that are quick to adapt to this anywhere-in-the-world approach and master the art of remote work will likely have their pick of the best global talent.
But hiring a remote international workforce requires more than just installing Zoom and jumping on a video call. Once you’ve secured a candidate, onboarding will also need to be done virtually.
As such, you’ll need to look at and adjust your HR policies accordingly and ensure all your induction stages can be carried out online — without sacrificing the new hire’s experience. Adapting to a virtual work environment isn’t always an easy transition. So, it’s essential to be aware of this and add a personal touch where possible to help seamlessly integrate the new hire with colleagues that may be thousands of miles away.
Easing up the process
When hiring international workers, it’s also vital to remember that you’ll come across a few more hurdles than you would when recruiting domestically. Following the pandemic, the global recruitment process is likely to be even more complicated, meaning you may need to factor extra paperwork and longer timelines into your global expansion plan.
Engaging an international Professional Employer Organisation (PEO) can streamline the process and help you hire your chosen candidates in a matter of days, not months — providing hassle-free management of your employees from start to finish.
To find out more about using a global PEO to help your business recruit fresh talent across the world, contact TopSource Worldwide today.