Hiring locally makes sense for many companies, especially when you want to connect with the community. But the tech industry is highly competitive, and only the best of the best reach success levels.
To stay relevant in your field, you need the top minds in the world, not just those within your geographic boundaries. But how can you hire international workers — and keep them once you’ve done the hard work to get them on your payroll? This guide answers those questions, teaching you the essentials of hiring internationally in the tech field.
1. You’ll Need to Know Immigration Laws
If you’re hiring someone from overseas (or over country boundaries), pay attention to the immigration laws governing employment. These laws and the cost of hiring may differ depending on whether the applicant is working virtually or plans to work at your US-based facility.
Because of the intricacies in many government hiring laws, it’s wise to work with an attorney when you post international jobs. Someone experienced in green cards and visas can guide you, letting you know when you might want to offer perks like green card sponsorship after a certain length of employment to retain workers.
2. Stick With Consistent Pay Per Position
A common myth that exists worldwide is that you can obtain cheaper work by hiring people in countries with inequitable pay. While it may be possible to hire someone inexperienced or just starting who works for a lower salary, it’s going to be challenging to keep them once they have your job to use as a reference.
If you want to keep them as an employee — and be fair, in general — it’s important to set your pay structure based on the job, not the person you’re hiring. This ensures your competitors can’t swoop in and nab them by offering a tad bit more money and a few extra perks.
Having a compensation package tied to a position also prevents you from overextending your payroll budget to attract someone qualified who is looking for more money. This discrepancy can cause dissatisfaction among the rest of the team if they discover that their coworker, who hasn’t been there as long as they have, is earning a higher salary.
Instead of increasing their salary, consider other ways to get them interested, such as a delayed sign-on bonus, company stock ownership, or long-term perks like flexible scheduling or paid childcare. Get to know the candidate and what they want, and see how you can integrate their needs into your company’s budget.
3. Lead With Diversity
Getting ahead in the tech world is challenging enough without adding the complexities of gender, race, and other demographic factors. Yet, the reality is that tech companies are still behind when it comes to including diversity among the high tech C-suite and leadership sectors.
If you want your company to attract diverse talent, you must show that you lead with diversity. The brightest minds in the industry will want to see that they can grow up the corporate ladder. Having management that knows how to connect with diverse individuals, as discussed in this article by Obsidi®, increases your chances of attracting inclusive-minded candidates and keeping a unique blend of talent satisfied once they’re hired.
Your stance on diversity, ethnicity, and inclusion (DEI) should become part of your company culture, reflected in your brand. Applicants who want to work for employers who value different opinions and perspectives will research your company’s mission and reputation, and apply if they connect with what they see and hear.
4. Get Comfortable With Hiring Tools
What does your current hiring process look like? Entering the international market means utilizing more sophisticated job platforms and screening tools. LinkedIn and similar job boards are helpful, but you may want to consider using the tech search boards that are popular in your target country.
AI tools can help you narrow down resumes, screening for specific words and experience. Getting comfortable with the hiring tools available can save you time and reduce the resources spent on interviewing unqualified candidates.
The right tools can also ensure a smoother communication process between you and the applicants. There’s likely a time zone difference, so finding software that includes this adjustment automatically saves you from possible meeting time miscommunications. Finding software that encompasses international issues streamlines the hiring experience for you and your applicants, ensuring they feel comfortable working for your company from the start.
Conclusion
From the legalities to the hiring process software you use, sourcing international talent in the tech field is full of complexities. But when you bring in the brightest minds in the world and add them to your team, the results can be worth all the initial obstacles you had to overcome.
Get to know the laws of hiring in the specific country you’re considering posting job openings in, and offer pay that’s consistent with the job, not the country. Lead with diversity and build a reputation that demonstrates to applicants that your company values new perspectives. In your hiring process, go where the candidates are, and make your software systems international-friendly, and you’re ready to start interviewing everyone, regardless of their location.