These days, global talent acquisition is no longer reserved for the top companies. Even small and medium-sized businesses are seeing the need to attract top talent from around the world.
If you’re in the same boat, you’ve come to the right page. In this article, we’ve compiled 15 powerful strategies that will ensure you consistently find A+ players and build a world-class team.
15 Core Global Talent Acquisition Strategies To Source A+ Players
You need a well-thought-out plan to attract and hire the best talent globally. The following strategies will help you source exceptional candidates from around the world.
1. Leverage Global Recruitment Networks
Global recruitment networks open doors to talent pools that local channels might miss. Joining platforms like LinkedIn’s Global Recruitment Network or working with international staffing agencies can connect you to a vast range of candidates.
For instance, LinkedIn’s network includes over 1 billion members, which makes it a rich resource for finding top talent around the world. Actively participating in the platform’s professional groups can increase your visibility among qualified candidates. Plus, it lets you reach beyond your local market and increases your chances of finding the best fit for your team.
Pro-advice: Engage consistently. Don’t just join – be active. Post updates, share industry insights, and connect with potential candidates directly.
2. Implement Cross-Border Talent Mobility Programs
92% of businesses agree that mobility, particularly the digitization of it, will greatly help their workflows. However, only 67% of them plan to mobilize and digitize by 2028. And of all surveyed businesses, 47%, already have a plan in place.
One of the main ways businesses plan to do this is through cross-border talent mobility programs. This involves relocating employees between countries, helping fill skill gaps, and improving collaboration with global partners. It also gives employees valuable international experience, often resulting in higher job satisfaction and loyalty.
If you want to see the perks yourself, start by identifying key roles that would benefit from the international experience. You can then work with global mobility service providers to manage the logistics and compliance aspects of moving employees across borders. Make sure you support them throughout the relocation process, including cultural training and housing assistance.
3. Utilize International Job Boards & Platforms
International job boards like Indeed, Glassdoor, and Monster provide access to a global talent pool. The downside is that you’d have to stand out from a sea of jobs.
So, if you want to fare better, use local job boards in the regions you’re targeting. These platforms often have a more focused audience, helping you connect directly with local talent.
You can also get help from headhunter firms like Genius. It is a platform designed to assist businesses and organizations find and hire remote professionals across various roles and industries. Genius connects employers with talent in areas like IT, data, engineering, finance, accounting, sales, marketing, and customer support.
You should also customize your job posts to align with regional norms and highlight attractive benefits like remote work or relocation packages. Combining these postings with targeted social media campaigns can help you reach a wider audience and attract more qualified candidates.
4. Build Strategic Partnerships with Global Universities
Partnering with universities worldwide gives you direct access to fresh talent. Engage in university career fairs, offering internships, and sponsoring student projects to build your brand among future professionals.
For instance, many companies partner with top schools to secure skilled graduates even before they enter the job market. A good example is Holcim Philippines Inc., one of the largest construction suppliers in the Philippines, which partnered with the University of the Philippines’ Institute of Civil Engineering to get first access to their best graduates.
Similarly, you should also focus on universities that specialize in fields relevant to your industry. Maintain regular communication to keep your talent pipeline flowing. These partnerships help you find new talent while also positioning your company as a preferred employer among new graduates.
5. Adopt Remote-First Recruitment Practices
A remote-first recruitment strategy expands your talent pool by removing geographical barriers. This approach is particularly effective in today’s digital-first world, where 98% of employees prefer remote work, even if it’s just some of the time.
Start by evaluating which roles can be fully remote or hybrid. Next, implement virtual interview processes using tools like Zoom or Teams. Finally, update your job descriptions to highlight remote work opportunities, which will attract candidates who prioritize flexibility.
6. Engage in Global Talent Mapping
Global talent mapping is all about identifying and tracking skilled professionals worldwide before you need to hire them. This proactive approach lets you stay ahead in a competitive market.
We recommend researching where the skills you need are most available, especially in industries like tech and engineering. This helps you focus your recruiting efforts and speeds up the hiring process when a role opens up.
The best way to go about this is to work with local recruiters or use data tools to build a database of potential candidates. Tools include skill analysis or talent mapping software like Zensai (formerly Weekly10) or Catenon. Make sure you regularly update your databases to keep it relevant at all times.
7. Customize Employer Branding for Regional Markets
Customizing employer branding for different regions means shaping your company’s image to align with local cultures and expectations. This approach goes beyond a one-size-fits-all strategy, allowing you to connect more meaningfully with potential candidates.
To do this, highlight what matters most in each region. Learn about the cultural and economic factors that influence each market then adjust your messaging to align with these values.
For instance, in regions where job security is a top priority, like many third-world countries, emphasize stability and long-term growth opportunities. When targeting tech-savvy markets, highlight your company’s innovation and forward-thinking approach. And if you’re appealing to regions where work-life balance is highly valued, you need to showcase your company’s flexible work policies.
Additionally, it would help if you could use local languages and include stories that resonate with the community. You can even consider working with local influencers to boost your brand’s appeal.
8. Use AI & Data Analytics for Global Candidate Sourcing
Using AI and data analytics for global candidate sourcing can make finding the right talent faster and more accurate.
AI tools can scan large amounts of data to pinpoint candidates who match your needs based on their skills, experience, and even personality traits. Companies that use AI in their hiring processes are already reporting faster processes and more successful matches for open positions.
To get started, integrate AI tools into your existing HR systems. These tools can analyze candidate data from job boards, social media, and your own databases. You can also use predictive analytics to forecast future hiring needs and identify the best sourcing strategies based on historical data and market trends.
9. Participate in Global Talent Exchange Programs
Global talent exchange programs let employees work in different countries or regions, which helps them gain new skills and perspectives. It can also strengthen team collaboration and increase employee engagement.
Work closely with your offices around the world to create chances for employees to work in different countries temporarily. Set up short-term international assignments that encourage team members to collaborate across borders.
Offer practical help with the move, like cultural tips and language lessons, to help them settle in quickly. Keep track of how these experiences help employees grow and contribute to your business goals.
10. Implement a Global Employee Referral Program
A global employee referral program encourages your current employees to recommend candidates from their own networks, which can expand your reach into new markets. These programs are more cost-effective and result in higher-quality hires.
You can implement a program by creating a standard referral process that works across all your locations. Set up a system to track referrals and see how well the program is working. Offer appealing incentives, like bonuses or extra time off, to motivate employees to participate. Make sure to promote the program regularly to keep it top of mind.
To improve your chances of success, you can also hold referral contests with extra prizes for the employee with the most referrals. Share stories of successful hires through referrals to inspire others to join in. Lastly, always share the outcome of referrals with employees so they feel connected to the hiring process.
11. Focus on Cross-Cultural Competency in Hiring
Cross-cultural competency means working well with people from different cultural backgrounds, which is key in global hiring.
To build this into your hiring process, ask candidates about their experience with diverse teams and how they adapt to different cultural norms. Include real-world scenarios in interviews that reflect the challenges they might face in your workplace.
Not to mention, it would also help if you could train your hiring teams to recognize and appreciate cultural differences. Use examples and role-playing to help them understand different perspectives. You can also use diverse interview panels to help you get a fuller picture of each candidate’s ability to thrive in a multicultural setting.
12. Attend International Recruitment Events & Job Fairs
International recruitment events and job fairs give you a chance to connect directly with a global talent pool. These events attract skilled professionals actively looking for new opportunities, often leading to quicker hires.
Before attending, research which events are the best fit for your industry and target markets. Equip your team with materials that speak to the local culture and job market. Offer on-the-spot interviews or interactive sessions to engage with potential candidates. Of course, don’t forget to follow up right after the event to maintain their interest.
13. Leverage Local Expertise Through Regional Recruitment Hubs
Regional recruitment hubs focus on hiring talent within a specific area. By tapping into local expertise, you can quickly understand the cultural, legal, and economic factors of the region, making the hiring process more efficient.
That said, it’s important to set up these hubs in areas where your company has a strong presence or plans to grow. You should also hire local recruiters like Genius who know the market well and can help you find the best candidates.
14. Offer Global Relocation & Visa Assistance
Global relocation and visa assistance make it easier for top international talent to join your team. These services remove barriers related to moving and legal work requirements.
Communicate clearly with candidates about the support you offer, including help with finding housing and schools, and understanding local customs. If you can, provide legal assistance for work visas and local regulations. This reassures candidates that they and their families will be supported, making it easier for them to say yes to your offer.
15. Optimize Global Onboarding Processes
A well-organized global onboarding process helps new hires get up to speed quickly, no matter where they’re located. Good onboarding can improve retention and boost productivity.
Standardize key parts of onboarding, like training and introductions to company culture, but leave room for regional adjustments where needed. Use digital tools to make onboarding smoother for remote employees, with virtual orientations and interactive learning.
Make sure you pair new hires with a mentor or buddy to help them navigate their first few months. You should also gather feedback regularly to keep improving your onboarding process.
Getting Started With Global Talent Acquisition: 10 Steps
Before diving into global talent acquisition, it’s essential to lay a solid foundation. Here are 10 steps to get started.
Step 1: Conduct a Global Workforce Needs Assessment
Start by analyzing your current workforce and pinpointing what your company needs across different regions. Consider future projects, expansions, and retirement plans. Gather insights through surveys and meetings with department heads.
With this information, you can identify which skills are most in demand and where your team might be lacking. This then lays the groundwork for your global talent strategy.
Pro-advice: Tools like SAP SuccessFactors or Workday can help you consistently evaluate your team’s strengths and spot gaps.
Step 2: Identify High-Potential Talent Markets by Region
Research global markets to find where high-potential talent thrives. Look into trends in education, skills, and economic growth. For instance, India and Eastern Europe have strong tech and engineering talent, while Latin America and the Philippines are emerging in customer service roles.
Study the competition for talent in the areas that matter the most to your business. Make sure you understand all the salary expectations, job market trends, and cultural factors that might impact your recruitment efforts.
Step 3: Develop Regional Talent Acquisition Playbooks
Create playbooks for each region you’re targeting. These should include best practices for recruitment that match local cultures and market conditions. Consult local experts and document everything from job posting strategies to interview techniques.
You should also include detailed steps on sourcing channels, legal requirements, and interview practices that fit regional norms. Update these playbooks regularly based on feedback and market changes. They’ll help you stay consistent while allowing flexibility to meet local needs.
Step 4: Set Up Localized Recruitment Teams
Building recruitment teams in each target region lets you tap into local knowledge and networks.
Hire recruiters who understand the local language, culture, and job market because they bring valuable insights that you can use to get the right talent. Also, a study by the Society for Human Resource Management (SHRM) showed that companies that embrace cultural values strongly can improve their employee retention rates by 30%.
So, make sure you provide your HR and recruitment teams with the tools and training they need to represent your company effectively, no matter what region you’re targeting. Keep regular check-ins with these teams to make sure their efforts match your company’s goals.
Run workshops that focus on local cultural values and show how to blend them into your hiring process. Encourage open communication between regional teams and your main HR department to tackle challenges and share what’s working well.
Step 5: Establish Compliance Protocols for International Hiring
Create clear compliance protocols for hiring in different countries to avoid legal issues. Collaborate with legal experts to understand labor laws, visa requirements, and tax regulations in each area. Ignoring these rules can result in fines or damage to your company’s reputation.
Document the legal requirements for each region in a centralized, regularly updated file. You should also train your HR teams on these protocols to minimize the risk of legal complications during the hiring process.
Step 6: Integrate Global Sourcing Tools & Technologies
Incorporate global sourcing tools like LinkedIn Recruiter, Indeed Worldwide, and Workable to reach candidates across different countries. These platforms offer AI-driven candidate matching and insights into talent availability, helping companies and recruiters find the right fit faster.
Make sure you pair them with talent acquisition systems and tools like an applicant tracking system (ATS) to manage candidates more effectively. An ATS automates tasks like resume screening and interview scheduling, which keeps the process smooth sailing.
Step 7: Create a Cross-Border Candidate Experience Strategy
Always design your candidate experience to meet the needs of your hires. So, going by this logic, you should also give your international hires an experience that best suits them.
You can do this by communicating with them clearly about job expectations, cultural differences, and logistical support. Adjust the interview process to respect cultural norms and make the candidates feel more comfortable and appreciated. Lastly, to bridge the distance during interviews, you can use video conferencing tools like Zoom or Microsoft Teams.
Step 8: Customize Compensation Packages for Global Competitiveness
Build compensation packages that match the market standards and living costs in each region. Research local salaries, benefits, and perks to make your offer competitive.
Include region-specific benefits, like extra vacation days in Europe or enhanced health insurance in the US. Set a schedule to regularly review these packages to stay competitive as market conditions evolve.
Step 9: Implement Cross-Cultural Onboarding Programs
Launch onboarding programs that will help new hires feel comfortable with both your company’s culture and the local work environment. Cultural sensitivity training can reduce misunderstandings and improve teamwork.
Pair up new hires with a mentor or buddy who can guide them through their first few months, helping them understand company culture and local customs. You can also provide resources like language courses or cultural guides to support their transition.
Step 10: Monitor & Adapt to Global Talent Market Trends
Keeping an eye on talent market trends can help you stay competitive in the global hiring landscape. Additionally, watch for emerging markets or growing industries to uncover new recruitment opportunities.
Review and adjust your hiring strategies regularly based on the latest data. This could mean expanding into new regions, tweaking compensation packages, or updating your employer brand to align with current trends.
9 Legal & Compliance Considerations
There are several legal and compliance factors you need to adhere to, particularly when hiring talent from Latin America and the Philippines.
I. Understand Visa & Work Permit Requirements
Make sure you check visa and work permit processes specific to each country.
For example, hiring from the Philippines may require securing a 9G visa for skilled workers, which requires employer sponsorship and adherence to strict regulations. Similarly, in Latin America, countries like Mexico may require a Temporary Resident Visa, which includes proving that you can’t fill the job locally.
Pro-advice: Start the visa process at least a few weeks earlier than necessary to avoid delays in onboarding new hires.
II. Navigate Employment Law Differences
Employment laws vary widely between the US, Latin America, and the Philippines. You’ll need to familiarize yourself with these differences to avoid legal disputes and to provide fair treatment to international employees.
In the Philippines, for instance, employees are legally entitled to receive a 13th-month pay, which isn’t common in the US or other regions. In Brazil, labor laws require employers to create a format contract that includes mandatory severance pay after dismissal.
III. Comply with Local Taxation Regulations
US companies hiring abroad must comply with the tax laws of the employee’s country. Proper tax compliance will help you avoid fines and also foster trust with local employees.
For example, employers in the Philippines must withhold income tax and remit it to the Bureau of Internal Revenue (BIR). Similarly, in Argentina, employers must contribute to social security and pension funds as part of their tax obligations. Failing to meet these obligations can result in penalties and legal issues.
IV. Adhere to Labor Rights & Standards
Labor rights in Latin America and the Philippines differ from those in the US. Don’t forget to regularly review labor laws or consult with local labor lawyers to stay updated on regulations.
The Philippines has strict regulations on working hours, including mandatory overtime pay for work beyond 8 hours. In Mexico, the Federal Labor Law mandates paid vacation, which was increased just last year.
V. Draft Cross-Border Employment Contracts
Cross-border employment contracts should include the legal requirements of both the US and the employee’s home country.
This means that the contract for a worker in the Philippines will need to include provisions for mandatory benefits like Social Security System (SSS) contributions and Pag-IBIG Fund payments, which are specific to that region.
Contracts should also clearly outline job roles, compensation, and termination conditions to avoid disputes. We recommend working with international legal experts to draft contracts that are enforceable in both jurisdictions. Clear and compliant contracts will protect both you and the employee.
VI. Manage Data Privacy & Protection Across Borders
Data privacy laws in Latin America and the Philippines impose strict guidelines on how employee data is collected, stored, and transferred.
The Philippines’ Data Privacy Act mandates that the personal data of employees be protected and used only for legitimate purposes. In Brazil, the General Data Protection Law (LGPD) requires companies to obtain explicit consent before processing personal data.
As an employer, you need to comply with these laws. Make sure you implement robust data protection policies and use secure, compliant software when managing employee data. Training your HR teams on data privacy also helps maintain compliance and protect your employees’ information.
VII. Address Intellectual Property Rights in Foreign Jurisdictions
Intellectual property (IP) laws can differ from country to country.
For instance, in the US, you have strong IP protection with laws that make it straightforward to defend your rights. However, in Latin American countries like Mexico, the process can be slower, which can pose challenges in protecting your intellectual property.
And in the Philippines, while the laws cover all the bases, getting and defending your rights can feel more complicated compared to the US.
Still, protecting IP rights across borders is essential for maintaining control over company innovations and assets. You should draft clear IP clauses in employment contracts and consult with local IP attorneys to ensure compliance with local laws.
VIII. Implement Fair Compensation & Benefits Packages
Compensation and benefits packages in Latin America and the Philippines have inclusions that aren’t normal in US companies. Tailor compensation packages to meet these expectations if you want to attract and retain talent from these countries.
For example, an employee from the Philippines is more likely to choose a company that offers 13th- and 14th-month pay than one that doesn’t. Meanwhile, Mexican employees appreciate annual bonuses, food vouchers, and extra vacation time.
IX. Stay Updated on Changes in International Hiring Laws
International hiring laws change frequently which affects how US companies recruit and employ workers from other countries.
You should regularly review updates from government websites like the Philippines’ Department of Labor and Employment (DOLE) or Mexico’s Secretaría del Trabajo y Previsión Social to stay informed. Keeping up with these changes helps you adapt quickly and avoid legal issues in international hiring.
Conclusion
Global talent acquisition is more than just a strategy – it’s about connecting with the right people globally and bringing the best talent, wherever they may be. Securing A+ players from regions like Latin America and the Philippines can give your company a strong competitive edge, and with the right approach, you can smoothly bring their top-tier talent into your team.
At Genius, we make global talent acquisition easy and cost-effective. We help you find the top 1% of talent worldwide while saving 80% on salary costs. With our local partnerships and no monthly fees, we make hiring A+ players simple and stress-free. Ready to find your next A+ player? Start interviewing top talent for free at Genius today!
FAQs
How do I handle tax compliance when hiring from the Philippines or Latin America?
Each country has specific tax laws, like withholding taxes in the Philippines or social security contributions in Argentina. Working with international tax experts or using specialized services can help you stay compliant and avoid legal issues related to local tax obligations.
What should I include in cross-border employment contracts?
Employment contracts should clearly define job roles, pay, mandatory benefits like health insurance or 13th-month pay, and termination terms. Including legal requirements from the employee’s country helps avoid disputes and makes the contract enforceable both locally and internationally.
How can I protect intellectual property when hiring employees abroad?
Clearly outline intellectual property rights in the employment contract, specifying who owns what. Local IP attorneys can help draft agreements that comply with the laws in the employee’s country, reducing the risk of disputes over ownership.
What legal challenges could I face when hiring globally?
Common legal challenges include misunderstanding local labor laws, missing tax regulations, and mishandling visa and work permit processes. Getting local legal advice early helps avoid these pitfalls and prevents costly legal disputes down the road.
