Avoid These 6 Common Mistakes While Hiring International Employees

Hiring an international employee is the trend for many companies and corporations. With the rising demand for international employees, the mode of hiring has been online and fast with time. Many advantages of hiring international employees also include the availability of a foreign workforce with lower rates than the market price. The main reason for such hiring includes the shortage of skilled workers. Some industries often lack homegrown talent that businesses require to succeed, and foreigners cater to this need. Having a global workforce in the companies also give companies the ability to conduct global business as they get employees who can speak foreign languages. But the hiring does not always go smoothly, there are some very common mistakes while hiring international employees that companies do.

6 Common Mistakes While Hiring International Employees:

1.   Making Up the Mind for a Particular Country

Making narrow searches or choices can be the primary mistake. When looking for an employee, do not get set on one particular country. Many employers make this mistake based on their personal or professional experience.

Know that every candidate is different even if they belong to the same country or city. The abilities of every candidate are not the same as one other.

So while searching for an international employee do not select or reject a candidate based on their location. It is important to scan the whole resume before selecting a candidate which includes every information.

Multiple diversity in the workforce is the main objective for hiring internationally so diverse employees cannot be hired from one country only. It is tough to be open to only one type or background because it will not add diversity to the workforce.

The world is such a big place with a population of billions, then why settle on one continent or a country to hire. Make the selection of the employees according to the requirements of the job profile and the company.

Match the skills of the candidate regardless of their home country and hire with all the terms and conditions of the company. A rigid mind cannot explore more and find better.

2.   Short Hiring Timeline

When it comes to hiring internationally, the process becomes even more time-consuming than it takes locally. Even if a candidate applies online, they may still need time to clear other documentation.

So, when you have a role that you may be filling with an international candidate, aim for a long timeline to hire. Many countries have long processes for visas, immigration, and other processes for international travel.

Giving accurate time so that the candidate can join the team on the time. The time must be given to all the candidates no matter which location they are applying from.

A short timeline can also be the reason for many candidates not applying or choosing to work in the company. Keeping in mind the whole process that a new candidate has to go through. An extension of the period should also be an option when it comes to hiring an international employee.

An accurate timeline is one of the common mistakes while hiring international employees that employers do but it should be avoided by providing advance notices and information.

3.   Self-Doubts

The major mistake is done by the employer is being unclear about the hiring process. The whole process must be crystal clear to the employer first so that they can act accordingly.

Self-doubt invites confusion between the hiring manager and candidates or invites legal troubles at worst, especially when it comes to contract workers and exempt versus non-exempt employees.

Self-doubt includes everything about the hiring process, the company policy, and the policy of the homeland of the candidate.

This can be the biggest mistake an employer can make while organizing an interview or even posting a job opening.

All the information that will come out in the open either verbally or non-verbally should not be incorrect or fake. It can manipulate the image of the company if the employer leaks any inappropriate information.

Self-doubt in an employer can give trust issues to the candidates. Many candidates do look for a confident and honest employer. Self-doubt in an employer will lead the company without any candidate or new employee.

4.   Being Suspicious

When a candidate is applying or thinking to work in an international organization, they wish to know everything. While hiring an international employee the recruiter should not hide their culture, their company policy, and every other single information about the company.

Being suspicious about the company or not answering any questions of the candidate can make them uncomfortable. The candidate who is leaving their homeland to work in a foreign land will have some obvious questions.

One while asking the questions during the hiring process should be ready to answer a few by themselves.

Even, highlighting the culture should be a positive approach done by the employer to introduce the company.

Giving hints or not answering clearly to the candidate can make the candidate think again about the company. A company does not wish to lose good employees. So, it is advisable to avoid this mistake.

Be clear and open about what the company is and what a candidate should expect after joining the company permanently.

5.   Only Referring To the Document about a Candidate

When looking for a future employee one must be dependent on paperwork to know about the candidate. The power of social media should be used. Many candidates update every little detail about their achievements on social media platforms. An employer should check that and refer to the candidates.

Their previous experiences, their works, and their professional identity can be found on such social media platforms. Many sites do ask for daily updates so that they can be searched out by the vacant job profiles.

Do not be blind by the profiles but referring them along with all other documents so that all the information can be collected. Know about their skills, interests, hobbies, and the places they traveled to find a suitable match for the company and the job profile.

6.   Ignoring the Legal Procedure

When hiring employees internationally, the responsibility of the company to provide a work visa or resident permit falls on the shoulders of the recruiter.  Depends on the choice of the employee either to settle abroad or work remotely, a legal employer should be aware of all the rules and regulations that are mentioned regarding hiring employees. All the legal procedures should be narrated to the candidate as well.

An international employee unaware of the legal procedure and authorities of the country can find themselves in legal difficulties. This can also lead to legal issues for the employer and the company.

Some of the known visas that often do qualify candidates to work in the US include an F1 visa, an H-1B visa, and many more. There are also some types of visas that are designated for a specific group of individuals. For instance, there is a visa for workers, students, professors, IT workers, and even Non-IT workers.

Legal procedures are provided by the legal authorities separately for all such visas which an employer and the employee need to know. People looking for remote employees can also check the eligibility criteria for that specifically.

A green card that allows permanent residence and employment in the US is the demand for many employees to settle in the USA as a citizen. Every employer should keep updates about the expiration and extension of the visa in which their employee is working.

Legal procedures are very strict for international immigrants and when they come in sponsorship or on the guarantee of an employer, they both need to be careful and updated.

Conclusion

Hiring an international employee has many multiple advantages. Many employers do find a diverse workforce in their offices as a very useful source.

But there are certain mistakes that an employer needs to avoid. As mentioned in this article, some mistakes are done by employers unintentionally.

Hiring includes two parties, in which both of them are international to each other, the employers are needed to be more smart and active. The hiring process might seem similar to many but some differences cannot be ignored.

Participation of the legal authorities of the country makes the biggest difference in hiring an international employee. So, it is not entirely an internal affair between the employer and the candidate.

The interference of the legal authorities of the particular country makes the whole process different and lengthy. Keeping in mind all such factors, an employer or a company should make their strategies.

This article has tended to highlight the most common mistakes and somewhere the outcomes of the mistakes which can be a big deal for the employer and the international candidate as well.

Avoiding such making mistakes while hiring international employees and taking precautions steps can also provide a diverse and strong workforce for the company. As there are many benefits of the international workforce, an employer should not back up from hiring globally.

Tisha Garcia

I write with any knowledge that I have about this world, the words that I write are the reflection of my thought and how I see the world. I have written blogs about diverse things and still tried to share some knowledge about the things that I have seen and gained. Written words are just an inside thought of my mind which I would love to share and explore more.

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