Question

Describe some of the advantages and disadvantages in recruiting internationally.

Answer 1

Advantages of recruiting internationally include:

(i) International experience: Depending on the role of the job, an international employee may have a set of professional skills, that will make them the best candidate for the specific position. However, international employees have some unique personal qualities, that may contribute to successful completion of tasks and execution of projects. They show characteristics such as adaptability, resilience and problem solving, which are often cultivated during the times of living abroad and can prove to be an asset to the company.

(ii) Better recruitment chances: Even though there are a number of ways available to look for local candidates (word of mouth, social media, local recruitment agency, etc.), there’s always some risk that the hard or soft skills than an organization is looking for aren’t available or are very limited in the country in which the company is operating. In such cases, opening horizons to global talent gives an organization more chances of finding an ideal candidate from a variety of professional and educational backgrounds.

(iii) Inner motivation: International employees tend to be self-motivated and daring people who look at the bigger picture of life. Not everyone is courageous to leave their comfort zone in search of new opportunities far away from the familiarity of home. The process of moving abroad comes with both rewards and challenges, which make the international employer a stronger and often a better version of who they are. The expat has left home for a reason — whether it is personal or professional development — and will work hard to make the company's project a success regardless of the obstacles that he had to face.

(iv) Appropriate expertise: If you are an entrepreneur who is doing business in a country that has no previous experience of such a service or product, it will be difficult to achieve 100 percent engagement of local employees with your business’ values, methods, and vision for the future. However, an international candidate may have worked in a similar kind of field before and may be ready not only to execute the entrepreneur's plan, but also to bring new ideas in, knowledge and expertise to move the concept forward.

Disadvantages of recruiting internationally:

(i) Higher costs: One of the main concerns for companies who are considering of hiring an international is high costs. Indeed, hiring international employees can be quite expensive due to accommodation and transport allowances, international health insurance, relocation packages and visa sponsorship. Moreover, international employees are usually not immediately available to join the organization and can cost the company time as well — time to relocate, complete the visa process, and adapt.

(ii) Rigorous immigration requirements: Different countries have different regulations for hiring an international candidate. Among some of the things that should be considered by both sides (the company and the employee) are the duration and type of the visa, the role and whether it is open to international candidates, and the occasion of change of employer. The company needs to make sure that they are well-informed about all the paperwork involved and should consult the immigration office in the country of business before the candidate makes arrival arrangements. If things go wrong, it may cause damage to a company's reputation within the country and abroad.

(iii) Moral Support: The life of an employee moving abroad to work can be quite challenging at times. Often, feelings of culture shock, homesickness overwhelm expatriates, and not every employee is prepared to deal with such intense situations. Reportedly, a combination of the distress and hard work results in a high burnout rate among professional employees. Thus, as an employer, your company must be well-prepared to deal with such unpredictable situations and follow up with the international employee on a regular basis so as to prevent losing excellent staff due to external factors.

(iv) Legal risks: National employment laws and regulations regarding tax, payroll, and pension are often different for the local population and international employees. As with the immigration requirements, an organization must ensure compliance with the legal requirements of the country the business operates in.