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How to Make The Best Choices When Hiring International Workers

With overwhelming connectedness, international education opportunities, and more multilingual people joining the workforce, it’s no wonder so many businesses are beginning to utilize the beauty of international hire to reinforce their ranks. Not only that you have access to a more generous talent pool of experienced and eager experts, but you also enrich your company culture through such diversity and openness.

However, as wonderful as the practice of international hiring may be, it also comes with its own issues and potential setbacks. Even if your particular government has a clear policy in place as to how many skilled staff you can hire from abroad, and you have all the reason to make the hire happen, there are many hoops to jump through and so much paperwork you’ll feel as if you were Michael Scott. So, here’s a four-step guide with the must-complete steps for companies and non-profits looking to hire outside of their own borders, so that they minimize mistakes in the process and make sure they pick the best candidate out of the bunch.

 

1

Refine your recruiting process

Just like with hiring inside your own country of residence, the extensive list of applicants from abroad will contain few of those that will be ideal for your position, while the majority will fail to meet some of the criteria. However, that requires for you to have a valid elimination process you can apply to your international candidates, much like you’d have several stages of elimination for your local applicants. For starters, you can narrow down your search to countries that have excess skilled workers for your position of choice, and then consider the possibility of a face-to-face interview.

If it’s too disruptive to your organization to have an HR team sent to these different destinations, then working with a local recruiting agency can be of great help to further narrow down your search. Keep in mind that once you find the suitable person, the process is not yet complete. Your recruiting system needs to include other relevant ways to make your new employee more comfortable, adjust to the new culture, find accommodation and manage the banking system. If they cannot settle down properly, it will affect their productivity and delay their proper integration within your nonproft.

 

2

Make it easier for the candidate to be approved

Living and working in an English-speaking environment means that your employee coming from a different country will need to have a certain level of English proficiency to be able to fit in well. Even if the finest candidate doesn’t boast these skills as of yet, you can make sure that they receive the right education. For example, enabling them to take PTE classes and pass the necessary exams will make it easier for them to integrate into your company and for the government to approve of their arrival.

A simple language barrier can add to the culture shock your international employee is bound to experience, so allowing them to prepare properly and reduce the stress of moving to a new country will benefit your organization as well.

 

3

Stick to the legal procedure

This is yet another shared step in the process of choosing a suitable candidate locally. The key difference is that government policies are not the same for hiring international employees, so before you even begin to search for the right applicant, you need to verify that your company cannot find a suitable person within your country of residence. The immigration process differs from one country to another, and it’s vital that you follow through every step of the way.

Look into your business immigration options, various sponsorships, or even student exchange programs in case of an internship or a training program that has been created with a specific group of countries. Another legal item to cross off your list is getting all necessary permits to assure the government that your employing of an international candidate won’t have a negative effect on the local economy and employment rates.

4

Start sooner rather than later

This is where most nonprofits make rash decisions and don’t give themselves enough time to go through the entire process. Simply put, seeking out and hiring an international worker takes time, and by time, we mean months, or even an entire year in certain, more complex cases. To make sure that you will bring in the right person at the right time and fill the needed position, you should start preparing months in advance to go through all the red tape involved.

Obtaining the needed visa alone can take time, since numerous security checks will follow, and each candidate needs to pass with flying colors in order to be considered for the given job and be permitted to enter and work legally in your country. There’s a possibility for your first choice not to pass all the needed tests, and that means you need to start from scratch – and that takes time.

Further information

The climate for expanding your teams and introducing international members for a more diversified company culture is indeed perfect from that primary business perspective. However, politics plays a vital role in the process, and you need to make sure you’ve done everything right in order for your government to clear the hire. The rest is up to you to make sure your newest employee feels at home!

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Page last edited Feb 15, 2019 History

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