We Share Top Tips for Recruiting Top Talent Internationally
Talent shortages are the second biggest challenge business leaders face in 2024, according to Willo’s Hiring Trends Report. SHRM confirms this reality—75% of businesses currently struggle to fill full-time positions due to a limited talent pool.
If you're facing similar challenges, expanding your search internationally is a viable solution. This approach not only connects you with more candidates but also positions your company for smoother international market entry as you grow.
However, international recruitment comes with its own complexities. In this Willo article, we'll explore proven strategies for recruiting global talent—from sourcing and screening to hiring.
Why Recruit Talent Internationally?
Access a wider talent pool
When you recruit globally, you move beyond local candidate limitations. This expanded reach gives you access to professionals across all regions and increases your chances of finding the perfect fit for each role.
To give an example, there are approximately 1.2 million software developers in the United States. By recruiting internationally, you can tap into a global pool of over 28 million developers—a 2,000+% increase in your potential talent pool.
Expand into new markets easily
International hires bring more than just skills—they bring local market expertise. Their understanding of regional customer behavior, cultural nuances, and business practices helps you expand into new territories effectively and adapt your offerings for local success.
Boost innovation and problem-solving
Diverse teams generate fresh perspectives and solutions. When you combine talent from different backgrounds, you enhance your team's creative thinking and adaptability. International team members bring unique approaches to challenges, leading to more innovative problem-solving and better business outcomes.
Research backs this up:
- Companies with above-average diversity generate 19% more revenue from innovation than those below-average
- Diverse teams make better decisions 87% of the time
- Teams with cultural diversity are 35% more likely to outperform their competitors
3 Best Practices for Sourcing International Talent
1. Target specific regions for high-demand skills
Instead of casting a wide net, focus your search on regions known for specific expertise. Start by identifying your team's skill gaps, then research which countries have strong talent pools in those areas.
For example, skill proficiency data reveals several specialized talent hubs:
- Europe: Highest concentration of business and technology talent globally, with 19 of the top 25 countries. Countries like Switzerland, Germany, and the Netherlands demonstrate cutting-edge proficiency across business, technology, and data science domains.
- Asia Pacific: Strong in technical and data science skills, especially in countries like Japan, Singapore, and Hong Kong. Shows high proficiency in emerging technologies with expertise in areas like HTML/CSS, blockchain, data visualization, and applied machine learning.
- Latin America & Caribbean: Leading in technology and data science capabilities, particularly in Brazil, Chile, and Uruguay. Shows cutting-edge proficiency in programming languages and data visualization, combining technical expertise with strong human skills.
All the data above came from Coursera’s 2024 Global Skills Report—a valuable resource for identifying these global trends. Another one to explore is LinkedIn’s Economic Graph. It has a great collection of workforce and talent reports available for free.
The Future of Skills report is especially useful for quickly identifying trending skills in specific countries.
2. Engage with professional networks and niche communities
The best way to find candidates (especially passive candidates) is to go where they already gather.
Research which platforms and communities attract professionals in your target roles. LinkedIn groups are valuable for most positions, and the ability to simply type in the name of a position and find groups catering to that position is valuable.
That said, make sure you consider specialized platforms for specific roles:
- Developers: GitHub, Stack Overflow
- Designers: Behance, Dribbble
- Marketers: Growth Hackers, Indie Hackers
- Finance: Wall Street Oasis, Financial Careers
3. Leverage global job boards and marketplaces
While global platforms like Indeed and Glassdoor can reach international candidates, region-specific job boards often yield better results. For example, you can use platforms like EuroJobs for European talent or JobsDB for Asia-Pacific candidates.
For specialized remote talent, consider freelance marketplaces:
- Toptal for vetted senior developers and designers
- Upwork for varied skill sets across industries
- Arc for experienced software engineers
- Working Nomads for remote-first professionals
The key is building your sourcing strategy around the job you’re hiring for.
3 Tips to Interview and Screen International Candidates
1. Eliminate interview scheduling
Time zones make interview scheduling a major challenge in international hiring. The constant back-and-forth delays your process and frustrates candidates. Instead, switch to asynchronous video interviews where candidates can respond when convenient.
But to do this efficiently, you need the right async interview tool. That’s where Willo comes in. Willo helps over 5,000 companies handle this efficiently. For example, Florence's recruiting team uses Willo to screen 1,400 candidates monthly through four simple steps:
Source: How Florence Streamlined Identity Verification For 1,400 Candidates Per Month with Willo
- Come up with questions: Decide on the key questions you want candidates to answer.
- Set up the interview: Input the questions into Willo’s platform and set response limits.
- Send it to candidates: Share the link so they can complete it at their convenience.
- Review responses: Watch the recorded interviews whenever it works for you.
2. Adapt interview questions for cultural sensitivity
Questions that are standard in one country might violate laws or cultural norms in another. For example, asking about age, marital status, or family background could lead to legal issues in many regions.
Research local employment laws and cultural expectations for each country where you're recruiting. Train your hiring team on appropriate questions and focus interviews on job-relevant skills and experience.
3. Use skills-based assessments
Educational qualifications and work experience vary significantly between countries. Skills-based assessments provide a standardized way to evaluate candidates' actual capabilities. We’re talking about things like:
- Coding challenges for developers
- Design exercises for creative roles
- Writing tests for content creators
- Case studies for management positions
This approach creates a level playing field and focuses evaluation on job-relevant abilities rather than credentials. Looking for more guidance? We have a detailed guide to skills-based hiring you can check out, along with a review of our favorite candidate assessment tools.
3 Tips to Hire International Talent
1. Customize compensation packages based on local standards
Research local market rates and living costs to create competitive offers for each location. Use platforms like PayScale and Glassdoor to benchmark salaries against regional standards and make sure your offers are attractive (but cost-effective). You can also take inspiration from companies with public pay transparency, like Buffer and Remote.
Also, consider location-specific benefits beyond salary:
- Remote workspace allowances
- Local healthcare options
- Region-specific holidays
- Professional development funds
- Time zone flexibility allowances
- Location-based internet and utilities stipends
2. Ensure legal compliance and verify right-to-work
International hiring involves complex employment laws and visa requirements. Rather than navigating these challenges internally, consider global employment platforms like Deel, Oyster, and Remote.
These services manage:
- Local payroll and taxes
- Compliant contracts
- Benefits administration
- Labor law compliance
- Required documentation
They take the complicated admin work off of your plate and allow you to hire and manage international teams in essentially the same way you would hire local teams.
Additionally, you can use right-to-work verification tools like Willo’s Yoti integration to automate this process at the screening stage. That means less risk for you, and a more streamlined recruitment funnel.
3. Streamline the onboarding process for remote hires
Time zones, languages, and cultural differences complicate remote onboarding. Digital platforms like BambooHR and Kallidus manage documentation, deliver training, and track progress. These tools let new hires complete essential steps at their convenience.
Virtual meet-and-greets and cultural integration sessions build team connections. Assign each hire an experienced buddy for personalized guidance. Regular manager Q&As help address concerns quickly.
Use Slack or Microsoft Teams to create dedicated spaces for questions and team interactions. Clear communication channels help bridge time zone gaps and foster a cohesive global team.
Building a Global Team, The Right Way
Hiring international talent is a great way to expand your team’s skills, bring in fresh perspectives, and tap into new markets. By following the best practices outlined in this guide, you can make your international hiring process much smoother and easier.
And don’t forget—having the right tools makes a big difference.
With Willo, you can skip the stress of interview scheduling by conducting interviews asynchronously. Plus, you can fully automate right-to-work checks and identity verification, saving you time and avoiding any legal headaches.
The best part? You can start using Willow for free today.
