The globalized economy has made international recruitment an increasingly important aspect of talent acquisition for businesses of all sizes. Finding and hiring qualified candidates across borders can present both challenges and opportunities and staying informed about the latest trends is crucial for success.

This blog post will explore some of the key trends shaping international recruitment in today’s world, along with insights from our partner, Bradford Jacobs, a recognized leader in the field.

Expert Insights from Bradford Jacobs

To gain valuable insights into the current landscape of international recruitment, we spoke with James Bricknell, Head of Consulting at Bradford Jacobs, a recognized leader in this field.

Q: What are the top 3-5 biggest international recruitment trends you’re seeing right now?

James Bricknell: The most significant trend we have seen in Talent Acquisition globally is the demand for Remote or Hybrid working. The impact of Covid across the World has led to a change in Employee demands that may never be reversed, with many sources claiming that 70 per cent of workers seek remote opportunities.

As technological developments continue to underpin and, in some areas, replace business standard operating protocols, the need for the skills to develop and manage the technology is in increasing demand. The trends are continuously increasing, leading to significant increases in the cost to hire as skilled candidates recognise their value.

Speed of hire is a further trend that has had a large-scale impact on Talent Acquisition; with many skills in high demand, the time spent in the recruitment process is being pressured as increasingly candidates in the process have several opportunities they are assessing at any one time.

Q: How are these trends impacting businesses and how can they adapt?

James Bricknell: These trends require businesses to be adaptable and embrace change. Here are some ways businesses can adapt:

TA trends Agile

Q: What are some common challenges companies face when recruiting internationally and how can they overcome them?

James Bricknell:

The first challenge faced by most businesses is understanding the Talent that exists in international markets, assumption can make a fool of us all and assuming the skills exist in each Country can prove to be a prime mistake. Engage with a Talent Acquisition business that understands Talent Mapping and disbursement to ensure it is realistic to hire.

Cost in any organisation is a principal measure for a business to achieve profit, this applies to the Cost of Hire. Engaging with the correct Talent Acquisition partner will ensure you are guided not only on salary bands but also on local market contributions which can impact on your budget by up to 50% in some markets.

Local Market Legislation is also a consideration as risk mitigation will be impacted in some Countries where the legislation is particularly onerous to employers. Having a partner that advises on in advance will avoid costly errors.

Success Story: Building a Remote Team in South Africa

Bradford Jacobs helped an American client overcome the challenge of hiring a team of client support advisors. Initially, the client explored the US market but found the costs prohibitive. They then tried to locate the team in Asia, but language barriers and time zone differences proved problematic.

After a detailed market analysis, Bradford Jacobs recommended South Africa as a solution that offered cost savings, a better time zone match, and the desired communication skills. The client received guidance on costs, legislation, and location specifics before being supported in establishing the recruitment process.

Within a month, a successful team was built, delivering the cost savings and level of service the client needed, while allowing them to close the unsuccessful Asian operation.

Deep Dive into Key Trends

Remote Work Revolution and Its Impact on International Hiring

The rise of remote work has broken down geographical barriers in the recruitment process. Businesses can now hire talent from anywhere in the world, as long as they have the necessary skills and reliable internet access. This opens up a global pool of talent and allows businesses to find the best person for the job, regardless of location.

However, managing remote teams across borders comes with its own set of challenges, such as communication barriers, time zone differences, and cultural differences. To build effective remote teams with international talent, businesses need to:

Tips Remote Work

Shifting Skillsets and the Rise of Niche Talent

The global market is constantly evolving, and the demand for specific skillsets is shifting rapidly. Businesses need to be agile and adaptable to stay ahead of the curve. This means being able to identify and source talent with the specialized skills needed to succeed in the ever-changing landscape.

Some of the key trends in the demand for niche talent include:

Niche talent trends

Strategies for Attracting and Retaining Top Talent with Unique Skills

Here are some ways businesses can attract and retain top talent with niche skills:

  1. Offer competitive salaries and benefits packages.
  2. Create a culture of innovation and learning.
  3. Provide opportunities for professional development.
  4. Promote a work-life balance.
  5. Be creative in your sourcing strategies, utilizing platforms and communities catering to specific skill sets.

DE&I in International Recruitment

Building diverse and inclusive teams is not just a moral imperative; it’s a business imperative. Studies have shown that diverse teams are more creative, innovative, and profitable. When recruiting internationally, it’s important to keep DE&I principles at the forefront of your strategy. Here are some ways to do this:

  • Develop a DE&I strategy that is specific to the international context.
  • Partner with recruitment firms that have a strong track record of promoting DE&I.
  • Use inclusive language in your job postings and outreach materials.
  • Develop unconscious bias training for your hiring managers.
  • Create a welcoming and inclusive work environment for all employees.

Leveraging Technology for Efficient International Recruitment

Technology can play a significant role in streamlining and simplifying the international recruitment process. Here are some examples:

Recruitment Technology

The landscape of international recruitment is constantly evolving. By staying informed about the latest trends and adopting best practices, businesses can leverage the global talent pool to build high-performing and diverse teams.

Key Takeaways

The rise of remote work, shifting skillsets, and the importance of DE&I are all shaping the future of international recruitment.

Businesses need to be adaptable and embrace change to stay ahead of the curve.

Technology can play a significant role in streamlining and simplifying the international recruitment process.

Actionable Tips

  1. Partner with a reputable talent acquisition firm with expertise in international recruitment.
  2. Develop a clear understanding of the specific skills and experience you need in your new hires.
  3. Utilize technology to your advantage throughout the recruitment process.
  4. Create a welcoming and inclusive work environment for all employees, regardless of their background or location.

By following these tips, businesses can navigate the complexities of international recruitment and build successful, diverse teams that can help them achieve their long-term goals.

Get in touch with our team of experts to book a free consultation!