Finding the proper people doesn’t have to be accomplished locally, thanks to technology that connects almost everyone on the planet. However, strategic preparation, in-depth industry knowledge, and the capacity to appropriately present opportunities are necessary for successful global talent acquisition.
Thus, if your business is trying to find talent abroad. A well-thought-out and methodical approach needs to be implemented.
Here are some pointers to make your international talent acquisition efforts successful.
- Establish a strategy plan.
A roadmap is essential for forecasting market risks, future trends, and overall business direction. When creating your plan, you should consider the following questions:
- Where do you envision your company in five to ten years?
- Which new markets are you hoping to get into?
- How quickly do you think this will expand and grow?
- What rules apply locally while hiring?
- In your opinion, where is the most qualified talent pool to meet your needs?
You’ll know more clearly which way to go with your worldwide talent acquisition plan after you’ve responded to these questions. Without preparation, actions can result in expensive errors. The key is research.
- Possess a powerful EVP
To draw in and keep great people, it is essential to have a strong employee brand. Prospects in your intended market ought to have a comprehensive understanding of your company and its values. This covers its beliefs, mission, culture, employment possibilities, and overall atmosphere.
With hiring and onboarding frequently occurring virtually, having a robust and engaging employer brand is more crucial than ever.
What you can do to make yours better is:
- A social network recruitment campaign; • Ensure that your company’s social media profiles effectively communicate your employer brand; • Get in touch with nearby colleges and job boards to discuss posting your openings.
- state in the job description the values, rewards, and work culture of your organization.
- Understand the local employment markets
Labour, employee, and human resources laws and regulations vary throughout nations. It’s critical to be conscious of these. Failing to do so may result in a hefty fine and reputational harm.
Laws are not the only cultural practices that vary across nations. For instance, it is unethical in some cultures to inquire about specific aspects like ethnicity, religion, and familial status. Breaking these rules may offend people, which makes it harder to draw in the best candidates.
Consider hiring a local expert who can help you navigate the procedure if you are unclear about a particular nation’s legal system and cultural norms. A PEO can facilitate your smooth and efficient in-country setup. Additionally, they possess all the necessary local knowledge to support your company’s compliance.
- Provide attractive packages.
It’s crucial to investigate the typical perks provided in the market of your choice. Top talent can pass you by if your benefits package isn’t competitive. In a poll, around 60% of respondents said that perks and benefits play a significant role in their decision about accepting a job offer.
The projected pay and benefit packages will vary depending on the country. Doing extensive study in advance will set you apart from the competition and reduce the likelihood that you will need to make concessions to acquire the candidate you desire.
- Make use of technology
The process of acquiring talent globally is intricate. Fortunately, HR technology is available to make your life simpler. In seconds, tasks can be computerized, keywords can be found, and applicants can be vetted. Technology significantly impacts how efficiently the worldwide talent acquisition process operates. Making a better, more educated decision is possible with AI’s ability to provide you with a deeper understanding of a candidate’s behaviour and personality.
- Regularly reevaluate
Utilize feedback and data to continuously improve. Establish goals and benchmarks, and think about your obstacles and potential solutions.
The following metrics can be used to assess the effectiveness of your international talent acquisition strategy: the target country(s)’ social media engagement rates; the talent retention rate, and
- The calibre of the individual and the value they bring to your company
- Social media engagement rates of your chosen target country/s
- Candidate quality
- Value added by the candidate to your business
In Conclusion
While the UAE offers lucrative avenues for global talent acquisition, compliance with local labour laws is paramount. Meticulous adherence is pivotal to harnessing the benefits this region offers.
At Soundlines, we stand firm to guide you through this intricate process, ensuring your talent acquisition strategy aligns seamlessly with UAE regulations. Should you require further information or assistance, please do not hesitate to contact our proficient Human Resource Expert team.
