Every employer wants the best talent for their organisation, even if it means hiring them from overseas. Global hiring has many benefits and isn’t a big challenge when done correctly.
According to the National Skills Commission Report on Skills Priority, 2022, Australia will be facing over 200,000 caring job shortages by the year 2050. And the shortage isn’t limited to caring jobs alone. Australian employers will face a surge in skill shortages and candidates with relevant work experience in many fields.
For most countries like the USA, Germany, Canada and Australia, global hiring has emerged as a strategic approach to address talent scarcity and staff shortages. Let’s look into why global recruitment is a good choice and how to do it right to get the right talent for your company.
WHY HIRE GLOBALLY?
Recruiting candidates across borders has many positives for both the candidate and the organisation. Here are the top advantages that you can experience through global hiring:
A broader talent pool
Global hiring will allow your organisation to get access to a vast and diverse talent pool. It helps you fill in the skill gaps that local talent in your country may not possess.
A diverse set of ideas
A diverse team will bring diverse perspectives, ideas and problem-solving skills. This in turn will increase the productivity of your entire workforce and lead to more efficient handling of challenges.
Knowledge of global markets
The international candidates will bring local market knowledge with them which will help your organisation tap into global markets. They will have insights into their local culture and consumer behaviours, helping your organisation adapt to the business environments of different regions in the world.
An attractive employer brand
Recruiting candidates internationally will build an inclusive culture for your organisation. Having a culturally diverse team will help you create a strong employer brand, increasing your chances of attracting top talent from around the globe.
BUT FIRST, WHY HIRE GLOBALLY?
Rome wasn’t built in a day! Similarly, you can’t simply go about hiring globally on a whim. Your team dynamics and your country’s labour laws are certain things that you should consider while planning for global hiring. Prepare yourself and your team to hire global talent by checking the following list:
Identify your requirements
The first step is to identify your organisation’s needs. Why do you want to hire global talent? Is it because of a talent scarcity in your country or a high attrition rate? Is it to tap into diverse skill sets or expand into the global market? Once you are thorough about your requirements, it’ll immediately become easier to plan for global recruitment.
Predetermine the regions or countries
To target your recruitment efforts effectively, determine the regions or countries where you want to hire from. Not every region might suit your global hiring needs. A specific region may have abundant tech talent while another may have cheaper costs for hiring and relocation. Hence, you should consider the different factors associated with each country or region and market your job openings.
Research about the region, its culture and laws
Every country has its own labour laws and labour market conditions. Before running a hiring campaign, research the region you want to hire talent from. Consider the legal and regulatory requirements such as visa sponsorship or work permits in that region. And sometimes, abiding by the law might not be enough! Research the culture of the region as it’ll help you build a welcoming and safe environment for your recruits.
Find a suitable hiring partner
The same hiring strategy may not work for two different organisations. Also, hiring candidates from different regions will require different strategies. Hence, you should consult global recruitment experts who will conduct the entire process smoothly for your organisation. Partnering with a global recruitment agency will get you access to top talent while saving money and time.
GLOBAL HIRING FOR AUSTRALIAN EMPLOYERS: HOW TO DO IT RIGHT?
While tapping into overseas talent as an Australian organisation, you should consider the regulations of both Australia and the country you are hiring talent from. If you’re hiring in Australia, make sure to fulfil these criteria for global recruitment:
Are you hiring virtually or on-site?
Depending on your requirements, you may hire virtually or in-office employees for your organisation. In the first case, you’ll need to partner with an Employer of Record (EOR) in the country you’re hiring from. An EOR allows your organisation to hire international employees without establishing their own legal entity in that country.
In the second case, you’ve to hire candidates who qualify to relocate and work in Australia. Learn more about the different working visas and immigration rules for hiring overseas employees. The Australian government offers a range of skilled visa options, making it easy for both candidates and employers. Choose the one that best suits your business and hiring needs.
What do you want to offer?
We’re not talking about the compensation here, rather it’s the type of employment that you’re willing to offer. As an Australian employer, you’ve two options to hire international candidates:
(i) A non-citizen residing in Australia with a visa that allows them to work in Australia. International students and people with working holiday visas fall under this category.
(ii) A skilled worker who lives overseas or temporarily in Australia. In this case, you’ve to sponsor them for a work visa on a permanent or temporary basis.
Do you need to run a Labour Market Test (LMT)?
For overseas hiring in Australia, you might need to test the local labour market and show that you couldn't find a suitable Australian employee. However, not all types of visas require you to run an LMT. We’ll delve deeper into LMT and its exemptions in our upcoming blog.
What are your employer obligations?
For overseas hiring in Australia, you might need to test the local labour market and show that you couldn't find a suitable Australian employee. However, not all types of visas require you to run an LMT. We’ll delve deeper into LMT and its exemptions in our upcoming blog.
A global recruitment agency will have the knowledge of these regulations and legal complexities, making your hiring process faster and well-ordered. So, you should hire a global recruitment partner to guide you in every step of the process for successful global hiring.
THE FINAL WORD
If you’re an Australian employer trying to fill skill gaps in your team, then global hiring is the solution. It’ll not only help your organisation and the potential hires but also benefit your existing employees. Ensure that you follow all the government policies and prepare your team for any cultural differences before onboarding the recruits into your workforce.
To ensure a successful recruitment process, consult ACET Global and get a comprehensive hiring solution for your organisation. Connect with us on LinkedIn to stay updated on the latest global recruitment insights!
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