What You Need to Know When Recruiting Overseas Tapping into a global pool of potential hires offers myriad benefits. One of the most important is the ability to access a vastly larger selection of talent. But navigating recruiting issues overseas can be challenging.

Here are a few things to be aware of when recruiting globally.

1. Understanding Legal Variances

Hiring employees in overseas markets requires knowledge of local tax law, since this may have financial repercussions in an organization’s home country, as well as international jurisdictions.

Familiarity with work permit laws and other immigration issues is also an absolute must. Hiring someone and having their entry delayed or rejected due to a poor understanding of immigration law is very costly. As a result, you can miss out on the opportunity of getting the perfect candidate and delaying some of your business goals.

Familiarity with local employment regulations is also necessary. Rules may vary widely from one country to the next. Be sure to well-versed on these disparities.

2. Cultural Differences

Successful leaders and recruiters understand the importance of cultural differences. The norms of doing business, notions of privacy and expectations of work/life balance can differ considerably depending on where you are doing business. The same applies for interview styles and techniques. For example, in Western cultures, job candidates are likely to rigorously sell themselves by forcefully detailing their various strengths, skills and accomplishments. But in Eastern countries, this sort of aggressive self-advocacy is considered impolite or excessively boastful. Recruiters who are able to recognize this distinction have an advantage in assessing talent.

3. The Commitment Factor

When recruiting globally, it is important to identify candidates who are truly committed to moving abroad. For those with deep roots in their community, moving out of the country is a difficult decision. You don't want to invest time and resources in a candidate who is not fully invested in taking this leap. Be sure the candidate you are interviewing is committed to moving abroad and fully grasps the implications of doing so for themselves and their family.

Recruiting globally is a process that is rife with challenges, but has rich rewards. By ensuring you are up-to-date on legal, regulatory and cultural issues, you can improve your odds of finding the right candidates who will take your business to the next level.