International hiring can be a confusing and potentially risky prospect. Finding the right employees is crucial, especially with a new expansion. Experts advise taking the time to understand the legal and cultural aspects of hiring international employees, and to identify exactly what your company needs from its overseas employees. Finally, making the final decision in person will establish a sound basis for the employment relationship and provide a critical level of comfort for both you and the newly hired staff.
Take Time to Find the Right People
This is not a process that can be rushed. The old adage “haste makes waste” is true with any new hire, but it’s even more applicable on an international level. Not taking the time to properly interview, research and train new employees can hurt you in the long run. Take the time to get it right the first time and you will save countless hours and a lot of money. Experts recommend starting the process three to six months in advance. Trying to rush the process may mean making poor choices, sending you back to the drawing board. Remember, once you identify the correct candidate, you will have a sheaf of legal paperwork to complete. Start early and plan accordingly for the best chance of success.
Verify the Candidate’s Background and Experience
Before hiring anyone in an overseas market, it is imperative that business owners carefully review the candidate’s employment history. This can be effectively achieved by obtaining references from previous employers or other professional connections. This becomes more challenging internationally, however, especially if you don’t speak the language proficiently. Be prepared also to learn the cultural practices used locally to check references and verify experience. Cultural sensitivity and awareness are important, as the individual’s former employers may not be accustomed to this type of inquiry, especially from an overseas interest.
Seal the Deal in Person
When possible, experts recommending conducting a final review and extending an employment offer in person. Video technology such as Skype can be leveraged to identify a short list of potential candidates and to conduct preliminary interviews, but the final step is best conducted in person. A face-to-face meeting is the clearest way for you and your candidate to see if you are equally invested in each other’s success. If you get an in-person sense of how a candidate connects with your company’s vision and culture, you have a better chance of ensuring a good fit. It can also provide invaluable insight into their unique cultural needs and prevent miscommunication. Both you and your new employee will have a common concept of how they fit in and how they can help make your company more successful.
If you plan to hire in an international market, professional translation of job descriptions, employment contracts and related documents will ensure a clear understanding of expectations. Verbatim Solutions provides these services and more to companies expanding their market reach and operational functions. Contact them today for help with translating your international hiring documents.
