In today’s competitive landscape, the talent shortage is a well-known challenge. The demand for technical staff, in particular, continues to rise. As a result, companies must explore unconventional avenues to find the skilled professionals they need.

 

Have you ever considered looking beyond your borders and embracing international recruitment/relocation as a solution?

 

International relocation presents a unique opportunity for companies to expand their talent pool and embrace the benefits of globalization. By breaking down geographical barriers, organizations can tap into a diverse range of skilled professionals and gain a competitive edge. Let’s explore the benefits of international relocation and the key steps to ensure a successful transition, together with our experienced Talent Sourcer Luciana Passuti.

 

What are the benefits you gain?

 

 

First of all, you gain access to new markets. International relocation allows companies to venture into new markets. Businesses can gain firsthand insights into local cultures, consumer preferences, and market dynamics by establishing a presence in different regions.

 

It also enables you to create a broader talent pool. International relocation eliminates the limitations imposed by borders, enabling companies to target specific personas without geographical restrictions. This broader talent pool increases the chances of finding individuals with the desired skills and experiences. By embracing international candidates, organizations can enhance their workforce.

 

You gain diverse perspectives, which sparks enhanced creativity, innovation, and problem-solving. Employees from abroad contribute diverse perspectives, experiences, and backgrounds, leading to a more inclusive and globally aware workforce. They also serve as valuable language resources, facilitating effective communication with international clients, partners, or customers with diverse perspectives, fostering innovation and driving sustainable growth.

 

Hiring internationally can significantly improve a company’s overall business environment. The infusion of diverse talent brings fresh ideas, alternative approaches, and different ways of thinking. This diversity stimulates innovation and problem-solving within the organization, resulting in improved operations, increased efficiency, and enhanced competitiveness.

 

You are able to target on soft skills: Hiring worldwide provides an opportunity to target specific soft skills that may be scarce in the local talent pool. For example, language proficiency, intercultural communication, or a deep understanding of specific markets can be crucial for business success in certain regions. Hiring individuals with these skills through international relocation brings immediate value to your organization.

 

And finally, international relocation gives organizations a competitive advantage in the global marketplace. It enables them to leverage unique insights, cultural understanding, and global networks, fostering sustainable collaborations and innovation. By tapping into a larger talent pool with diverse skill sets, companies can stay ahead of the curve and adapt to evolving market demands.

 

How does the process look like?

 

While international relocation may initially seem complicated and burdensome, following this systematic approach can ensure a smooth transition. Luciana lays out the key steps to consider:

 

1. Market research and analysis

Conduct a comprehensive assessment of the target market(s) to determine their suitability and potential.

 

2. Develop a relocation or payroll strategy

Based on the market analysis, you can decide if a hire needs to relocate or if setting up a certain payroll option is sufficient. In case of a relocation, the scope, timeline and budget need to be outlined. Just as expected benefits, risks and contingency plans. In case of payroll, it will mean setting up a legal local entity.

 

3. Understand the regulatory and legal requirements

Research labor laws, tax regulations, permits, licenses, customs procedures, and specific industry regulations. Engage legal and tax experts familiar with local laws to ensure compliance.

 

4. Financial Planning

Assess the financial implications of the relocation. Create a detailed budget that includes infrastructure setup, hiring and training costs, logistics, legal compliance, marketing, and ongoing operational expenses.

 

5. Establish Local Partnerships

Build relationships with local partners, such as suppliers, distributors, or service providers, who can support your operations in the new country.

 

6. Talent Management

Develop a comprehensive talent management plan. Identify required skills and expertise, assess relocation feasibility of existing employees, and determine recruitment strategies, compensation packages, and employee relocation support.

 

7. Logistics and Operations Setup

Plan the logistics of moving equipment, inventory, and infrastructure to the new location. Coordinate with transportation providers, customs authorities, and local agencies to ensure a seamless transition.

 

8. Monitor and Evaluate

Continuously monitor progress and performance of the relocated operations.

 

 

What should I not forget?

It is wise to keep a few things in mind to fully harness the benefits of hiring people from abroad. First, the onboarding deserves some special attention. Your hire may have a different culture and values that they are accustomed to, and may need some guidance on local customers, norms and resources to aid their smooth integration. This also counts for providing help with the language. Your new hire may not be fully fluent in the local language yet, so this requires special attention.

 

Besides, social integration is key for the new hire’s wellbeing and sense of connection. As a company, you can foster this by organizing team-building activities, support groups or mentor programs so that you ensure they feel part of the company. Throughout the process, involve cross-functional teams and seek expert advice. Engage professionals experienced in international relocation, including legal, tax, HR, and logistics experts. Their expertise will help ensure a comprehensive and successful transition.

 

How do we as Successr do this?

Successr values international presence, diversity, and inclusivity. We embrace individuals from different locations, including remote workers, leveraging our diverse team’s cultural familiarity to source exceptional talent. We go beyond local boundaries, proactively searching for the best candidates worldwide and educating our clients on the unique value of international hiring.

 

Through close collaboration, thorough research and compliance considerations, we help organizations realize the advantages of international recruitment. And this works both ways, for candidates it is also a great opportunity to broaden their horizons and explore working options that align with their aspirations.

 

We believe in the transformative power of international diversity and its significant impact on businesses. We actively support international hiring processes, organize events like the Sourcing Bootcamp, and leverage our team’s cultural familiarity to consistently identify exceptional talent.

 

So unlock the full potential of global talent by embracing international relocation as a sustainable strategy for a connected and diverse workforce. You don’t have to do it all alone: let our experienced Talent Sourcers help you!