In his keynote, Globalization Partners’ general manager for Asia Pacific Charles Ferguson noted: “The world itself has gone through an extraordinary transformation” to shifting to remote.
He called on companies and employees to “pat themselves on the back” for pivoting to remote working in reaction to the pandemic. But “now we’re coming out the other side where people are looking at how to thrive” in the new normal.
Why have global and remote teams?
Embracing global, distributed and remote teams is one option that companies should consider.
One benefit of hiring from anywhere is it helps to tackle skills gaps that exist in certain countries and regions.
Globalization Partners’ VP of talent recruiting Mark Hedley tells UNLEASH ahead of the event that “there’s a shortage of talent with specific and experience in a number of people”. Therefore, “you are quite constrained…if you [only] tap into people that live within a commutable distance of your office”.
With global hiring, “you can look at which locations you can find people with the right skills and experiences” for your open roles, according to Hedley.
He also notes that hiring global teams is a huge positive for diversity.
“Companies that have diverse teams are generally more successful, more productive and have better financial results”, and hiring globally helps to “broaden the nature of your teams by having people from different locations, cultures and language backgrounds”.
Hedley continues to note that “access to opportunities” is another key benefit of hiring from anywhere. It provides opportunities to individuals all across the world, “which doesn’t just impact them [and their lives], but their family and their communities” too.
Ferguson agreed, stating in his PANGEO keynote that global remote teams drive “connectivity and mobility” in the world of work. This links with Globalization Partners’ mission to “break down the barriers to opportunities, for individuals and for companies”, according to Hedley.
Finally, hiring from anywhere could be an “antidote” to the ‘Great Resignation’ trend, according to Hedley. This is because it brings more flexibility to the world of work, and allows people choice about where they live.
Challenges of hiring from anywhere
Of course, actually hiring, onboarding, and managing global teams is much easier said than done.
Hedley notes that not only do companies need to understand “legislation and regulations” but they also must understand “culture nuances and market dynamics”.
You need to appreciate and tap into “what is attractive” in terms of compensation and benefits in different regions.
In a panel session at the PANGEO, which Hedley chaired, Paul French, director at Intrinsic Executive Search, agreed.
He noted that companies need to “think global and act local” as a “one-size-fits-all approach doesn’t work”.
Hedley continues that an employee value proposition (EVP) that works in one country or region might not work in another, and companies may need to focus on their employer brand when working in new continents.
French agreed that employers must think about their EVP when hiring globally, but he added that values must also be presented carefully, particularly around environmental, social and corporate governance.
Further to this, Hedley tells UNLEASH that another challenge when hiring remotely is ensuring that “the individual will fit into the broader team”, which can be more challenging with global teams that work on different locations and time zones. Will they add value to the organization and its culture?
So how can companies overcome these challenges and successfully hire from anywhere?
The other panelist in the PANGEO session – Giora Gil-Ad, CEO of CQ Global – noted that candidate experience is an essential element of success in global hiring.
The ‘Great Resignation’ trend proves that it is a candidate’s market. He calls on companies to focus on attracting so-called “passive candidates” – those who are not necessarily looking for new jobs at the moment.
French agreed saying that never has it been easier for candidates to be uninspired in a recruitment process, so companies need to nail the engagement piece. He noted that companies need to be “modern, slick and blow the candidates away”.
Partners are on hand to help
During the panel, Hedley and French agreed that companies need to hire globally at speed. To do this, they need to have a “robust” hiring plan before they start hiring.
Hedley tells UNLEASH that “this is where Globalization Partners, or local recruitment agencies on the ground and advisory bodies, can really use their experience” to help. “It is faster when you work a partner who can help you understand local nuances,” notes Hedley. “If you try to do it yourself, you’re not going to be able to move fast”. The faster you can move, the more likely you’ll be able to hire top talent”.
French agreed that companies should leverage the experience of international linker organizations who already know the challenges and solutions in particular markets. He noted that candidates will take the time to talk to organizations they know well – this is particularly useful for employers who are new to regions and this can help them build up that all important employer brand.
Hedley believes that technology like Globalization Partners’ really helps small and medium-size enterprises (SMEs) to be able to compete with big organizations with large internal HR and compliance teams for top global talent.
With the help of tech tools, SMEs “can have a global team from day one”, and benefit from all the advantages that brings which is essential in the highly competitive war for talent we are living through.
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