​In their never-ending quest for talent, tech companies are increasingly turning their attention towards international candidates – whether they’re outsourcing entire functions or bringing new hires onsite from overseas, decision-makers have easier access to the global talent pool than ever before.

According to a recent report from Indeed, 74% of surveyed executives in the UK said they sought to hire foreign talent amid the growing rate of international job searches. From closing domestic skill gaps to enhancing competitiveness through workforce diversity, the benefits of overseas hiring are well-known.

Unlocking these benefits, however, can’t be done through intention alone. Leaders must proactively account for the myriad cultural and logistical challenges involved with identifying, attracting, and retaining foreign talent.

A consultative approach to the recruitment process is the best way forward. Here at Trust in SODA, we’ve used our consultative, community-led approach to connect candidates with employers all over the globe (find out more here). The team have put together a list of top considerations for companies hoping to benefit from hiring out of a global talent pool. Check them out below.

Language

As workforces diversify in a globalised world, the language barrier is an often-overlooked challenge in the D&I space. Language is deeply entrenched in culture, rich in nuance and non-verbal signals that vary immensely between regions. Non-native speakers might struggle with picking up on cues and lack the confidence to be their authentic selves as a result.

Many non-native speakers face language bias that limits their opportunities, corrodes confidence, and prevents them from feeling a sense of belonging in the workplace. This can be a stark barrier to career progression. For example, companies often require employees to present to senior leadership when they’re going for a promotion, adding an extra layer of complexity to the process for non-native speakers.

A few ways to improve your inclusive communication include:

• Reducing Jargon – Corporate environments are infamous for their exclusionary jargon. Cutting back on this both internally and on your job adverts can avoid misunderstandings and lead to more inclusive communication.

• Unconscious Bias Training – Learning to recognise bias can be an uncomfortable process, but the more honest you can be about the way you communicate, the easier it becomes to create inclusive environments that people want to be a part of.

• Mutual Mentorship – mentorship initiatives are a great way to build meaningful, impactful relationships in the workplace. Non-native speakers may find it helpful to learn from someone who went through a similar situation.Employee Engagement Groups (EEGs) – Typically comprised of employees who share a characteristic (gender, ethnicity, sexual identity, veteran status, interests etc.), EEGs serve as a safe internal support platform for sharing ideas and fostering a more inclusive environment.

• Self-Awareness – are you talking too quickly? Overusing idioms and jargon? Are you giving people enough time to comprehend and understand their key responsibilities and important process information? Developing a strong sense of self-awareness is a good place to start if you hope to lead with kindness. Workplaces (and recruitment processes) should be designed to bring the best out of people, not prevent them from contributing.

Compliance

From employee classification status – a requirement that’s become trickier in the UK since the IR35 reforms – to compensation laws, failing to avoid compliance pitfalls can lead to some enterprise-level consequences.

Managing the compliance risks involved with international hiring efforts is a vital part of the expansion process. This involves developing a granular understanding of any applicable laws involving employment mobility, which can be tough to do without first conducting a comprehensive risk assessment.

Visas guidelines represent another potential pitfall, with the regulations differing widely between nations. A specialist recruiter will be able to take care of this process for you, speeding up your time-to-fill whilst reducing costs in the process.

Some of the main compliance and regulatory challenges to consider include:

• Local Labour Laws

• Visa and Immigration Regulations

• Financial/Payroll Regulations

• Data Privacy laws

• Anti-Discrimination Policy

• Tax Implications

Budget

Between increased application fees, the price of visa sponsorship, relocation fees, benchmarked remuneration packages and legal fees, international recruitment can put a strain on the hiring budget.

Whilst successfully balancing budget constraints with hiring needs is a fundamental part of good recruitment, it’s often one of the trickiest to get right, especially if you’re hiring in niche,  talent-short tech markets.

Thinking beyond the base salary is a good way to tailor your benefits package to your key hires. Can you offer flexible working? Family-friendly policies? Dog-friendly offices? Access to learning and development opportunities? The better the value proposition, the easier time you’ll have at attracting top talent. As faith in big tech declines, smaller businesses might have a chance to swoop in and secure their key candidates.

Support from Trust in SODA

Overseas hiring is often a crucial part of the expansion process, and having done it ourselves, we know first-hand how challenging it can be. We also know how to identify and navigate the hidden costs without sacrificing the quality of your candidates or your workplace culture.

Need help hiring overseas? Reach out to the team today for a consultation and we can tailor-make you a solution: Trust in SODA, your community-led tech recruiters.