Your recruitment strategy will always have a sway on your business’s performance both in the short term and in the long run. Its impact will especially be felt when expanding internationally, as the playing field will most likely be different and subject to varying rules.
If you are contemplating going international, there are things you can do to ensure your business circumvents the initial hurdles and hits the ground running. Here are some of them:
1. Use the services of a PEO
Not everyone has the financial muscle to set up an out-of-country office and staff it all at once. Professional employer organizations (PEOs) assist businesses with such tasks as payroll management and employee recruitment and give the business owners room to focus on making headway.
For example, if you open a branch in Canada, a Canada PEO will help staff your new office or handle some of your company’s operations, ensuring you don’t launch yourself into the foreign corporate world without first dipping your toes in the water.
A good PEO can significantly cut your operational costs and save you the headache of learning new laws and navigating an economy you don’t know much about.
2. Adhere to recruiting laws
If you have to assemble a team yourself, ensure you get the hang of local recruitment laws before hiring anyone. Failure to understand and abide by some of these laws can put you on a collision course with the law and set you back a fortune.
In a country like France, for instance, you are required to publish job descriptions in French, meaning you may have to perform translations when setting up shop there.
If you get some bits of the translation wrong, you may cause costly confusion and potentially invite lawsuits. Some countries limit the amount of information a recruiter can take and have clear-cut rules on how the data can be used.
3. Do not ignore local culture
Whether you are hiring local employees or using the services of expats, it is important to create your recruitment strategy with culture and language in mind.
Hire people who have a nodding acquaintance with the local culture for easier integration and avoid being offensive or indelicate with your marketing content.
4. Prioritize experience
Qualification and educational background will always be significant factors in any recruitment process. However, the experience will beat qualification in a free-and-fair fray when looking to settle into a foreign market.
The reason for this is that seasoned employees understand the trade better and know what is needed to compete favorably. More to the point, if you have limited knowledge of the foreign market, you will need employees with great resumes to make up for that inadequacy.
Recruitment of local talent when expanding overseas can be incredibly knotty and confusing. You want to steer clear of these hurdles and expedite the process without parting with a queen’s ransom.
Use the above tips to ensure you get off on the right foot. If possible, conduct in-depth market research beforehand and consult professionals for more informed decisions.