top of page
  • Kaitlin O'Brien

Global Talent Acquisition

A picture of the globe with multiple areas highlighted.

Many businesses are looking into international hiring as a means of scaling their workforce or testing new markets; however exciting the venture may appear, it can also present challenges even for the most experienced of businesses.

At Virtual Subsidiary, with 100+ years of combined experience, we are well versed to help any company with their international expansion plans, including but not limited to, their hiring journey.

If your company plans to hire internationally in 2023, here are 3 global talent trends to consider:

1) Partnerships with PEO’s (professional employer organisations)

While international expansion used to be generally geared towards large companies, small and mid-sized companies are branching out and leveraging international employment platforms to hire overseas rather than maintaining a purely local focus.

A PEO such as V-Sub, has the proper entity infrastructure in place to ensure tax and legal compliance anywhere your firm decides to expand to. This allows your firm the freedom to focus on finding the ideal candidates to join your workforce this year, as you save not only a great deal of time, but also money.

2) International over local talent acquisition

As a way of adapting to the everchanging market needs, and diversifying, during this year companies will continue to focus on international talent acquisition and building dispersed teams.

As we all know, remote work came around during the COVID-19 epidemic and it appears that it is here to stay. This work from home model makes it easier for companies to attract and hire talent, regardless of where they may be based in the world, allowing companies to successfully fill roles which require specific specialised skills and recruit fresh talent that is outside of their current pool.

3) Flexibility towards qualifications

While it is true that some emerging markets have gained noticeable spikes in national education levels, talented workers in these markets may not have the field experience that your firm usually requires. As an example, if you ideally want to hire someone with a degree plus at least 3 years of experience, you may be doing more harm than good to your chances of finding promising international talent.

2023 is the year to invest in ‘soft skills’. You must not make the mistake of thinking that you are lowering your standards, but instead, realise that your criteria for hiring should go beyond academics and job experience. For example, recruiters may focus more on emotional intelligence, critical thinking, communication styles and problem-solving skills in order to find the ideal candidate.

20 views0 comments


bottom of page