Hiring International Candidates? Consider These 15 Important Factors First


With an increase in remote work options, more and more international candidates have had the ability to apply for roles around the world. This not only helps a business to potentially expand internationally with new contacts, but it allows businesses to increase their pool of qualified applicants.

Although hiring international candidates can be a fantastic business decision, there are a lot of important factors to consider first, including large time differences, legal policies in other countries and more. Below, 15 Forbes Business Council members shared some important considerations business leaders should keep in mind before extending an offer.

1. Administrative Challenges

Remote work with international candidates poses many challenges for businesses to consider. One of which is a deep understanding of international policies as it pertains to employee-employer relations, tax implications, payroll and employee rights. Furthermore, corporations also face challenges in communication, cultural differences and physical differences like time zones. – Katelyn Zhao, Lei Kay Med Inc

2. The Cost Of Flights

Invest in flying employees into the office at least once a year. Maybe I’m old school but distance matters, even with accountability. I’ve managed teams in person and virtually. We’ve invested in going to our employees or flying them in to us. After every trip, we see an increase in production. – Ryan Lucia, Such n Such Media


Forbes Business Council is the foremost growth and networking organization for business owners and leaders. Do I qualify?


3. Language Barriers

Be wary of language barriers that are presented. Many times, miscommunication can lead to business failures. By keeping this in mind, business leaders can select qualified candidates who can also communicate what’s on their minds in a straightforward process. – Srikar Karra, BuiltGen

4. A Decrease In Quality

Business leaders should always make sure they’re not decreasing the quality of their service or product by hiring internationally. If you set up the right systems in place so that it doesn’t affect your business negatively, I’m all for hiring internationally. Reducing your costs is a huge key to leading a successful business. – Dre Medici, Grow With Us Agency

5. Expectations

Avoid the tyranny of diminished expectations. Many companies restrict international hires, particularly those from emerging markets, to certain roles and certain levels. We have recruited top talent from dozens of countries, including filling critical roles in our most senior executive ranks. There are over seven billion people on the planet, and great talent is available literally everywhere. – Scott Brighton, Aurea

6. Compatibility With The Team

They need to have personality, be compatible with the culture and be warm. Having a great personality and being able to work well with others in your company will go a long way to being able to hit the ground running coupled with longevity. Talk to them at great length and introduce them to others in your company. These are also important traits for customer-to-employee relations. – Justen Arnold, Flexx Mobility & Performance LLC

7. Accountability Metrics

All of the cautions against international candidates—language barriers, cultural differences, communication, etc.—are handled with a system of accountability. Set metrics for quality and quantity of work, having the candidate agree to those standards and demonstrate delivery prior to the offer. Regular check-ins based on such metrics afford you the ability to control output from the candidate. – Pradeep Aradhya, Novus Laurus

8. Company Culture Fit

Company culture fit is critical. Do their core values align with the company’s core values? For example, our core values are MIDAS, which stands for means to an end, innovative, dependable, attitude and self-starter. To focus just on “attitude”—if a potential candidate is negative or has a bad attitude, they won’t make it in our company. – LaMont Leavitt, innoviHealth

9. Time Zone Changes

While hiring international candidates, one important angle that business leaders should consider is confirming whether the approached candidate is comfortable and is willing to sync to the working hours that the company follows. Though flexible working hours are very much in, things might not actually work out in the long run if resources work from a completely different time zone. – Abhishek Rungta, Indus Net Technologies (INT.)

10. Intercultural Communications

Remote working comes with all sorts of unforeseen challenges. Business leaders need to hire professionals who demonstrate solid experience working with cross-culture teams and a willingness to relentlessly work to overcome any misunderstandings from cultural communications. As brands grow, cross-cultural team collaboration will be increasingly important for a brand’s international success. – Natalie Lowe, The Orangeblowfish

11. Comprehension Level

If you are an English speaker, interview any potential candidates and be sure you can understand them. The same applies if you are a Spanish speaker, etc. The ability to communicate is key to any relationship. We may not understand the subtle differences in language or vernacular, so speak clearly, set written expectations (including timelines and cost) and seek to be understood. – Tea Hoffmann, Law Strategy, LLC

12. Organized Systems and Processes

Having systems and processes are key. If you cannot document each of your tasks in a step-by-step, easy-to-follow manner, employees won’t be able to replicate on their own, especially if there is a language barrier. We write down all of our processes and then record videos of us doing the task so that if the person is an auditory or visual learner, all of our bases are covered. – Barbara Schreihans , Your Tax Coach LLC

13. Remote Work Hours

Be on the same page about the time zone the international candidate will work in. It’s not uncommon for a person across the world to be working in the middle of the night. You may want to confirm whether they’ve worked these hours in the past and if they are comfortable with these hours. – Robert Brill, Brill Media

14. Online Work Culture

Business leaders should keep in mind the scope of the position they are hiring for. Will there ever be a time when the job would be better fulfilled by someone in-person? If operating across several time zones, consider if this can be an asset for your company and customers. Think about how to make an employee working abroad feel integrated when the rest of the team is working in-office. – Johan Hajji, UpperKey

15. Intentionality

The biggest failure of most companies and professionals who begin to outsource roles to international candidates for remote positions is the level of intentionality that is required to develop effective systems and processes to deliver quality conversations. This impacts optimization of how well you can train and manage your remote team, hold them accountable and build a culture of success. – Carson Porter, REV Agency Syndicate



Source link

ALSO READ:  Onboarding Or Upskilling A Sales Team In The Age Of Remote Work

Follow Us

Follow us on Facebook Follow us on Pinterest