In today’s hyper-connected digital world, there’s no need for businesses to restrict their search for tech talent to one location—especially when the demand for tech talent comfortably exceeds the supply.
Overcoming that problem means casting a wide net and mounting a global talent search. After all, a world of skilled IT professionals is out there waiting—in areas ranging from software development and artificial intelligence to cybersecurity and data science.
But securing their signature on an employment contract isn’t easy. The competition is fierce as companies worldwide vie for the same pool of experts. Finding the right talent with the precise skills required can be a bit like searching for a needle in a haystack.
In this blog, we’ll examine how recruitment professionals can conduct more effective searches for global tech talent.
The Most Effective Global Tech Recruitment Strategies
Thanks partly to COVID-19 and the explosion of remote working that followed, physical boundaries no longer limit the search for top tech talent. But before employees can work for you remotely, you have to get them in the (virtual) door. Let’s look at a few key strategies global tech recruiters can use.
1. Leverage Digital Platforms
How do you find global tech talent in the first place? Online job boards and professional networking sites are invaluable resources. Utilizing these platforms allows a global tech recruiter to cast a wide net and connect with professionals regardless of their geographical location.
2. Conduct Skill Assessments
With video interviews, getting a true sense of a potential employee’s skills can be hard. To ensure the quality of remote hires, consider using things like skill assessment platforms and coding tests to help evaluate candidates’ technical proficiency, problem-solving abilities, and coding skills.
3. Offer Flexibility
Talented tech workers are fully aware of how in demand they are, so securing their signature requires companies to offer them the conditions they want. Chiefly, those workers want more freedom, with a 2022 report confirming that 65% of professionals would prefer a fully remote work environment.
It’s vital, therefore, to tailor your recruitment strategy to showcase your organization’s commitment to work-life balance and remote work options.
4. Prioritize Onboarding
Having done all this work to get a valuable tech hire onboard, you don’t want to lose them in the first few months. It’s vital to develop a comprehensive onboarding process that provides opportunities for remote employees to connect with their team and organization.
Attract Global Tech Talent With a Compelling Employer Brand
Mastering global tech recruitment isn’t just about what you do but how you portray yourself. That’s why a compelling and focused employer brand can be the difference-maker in attracting and retaining top tech talent.
1. Provide Purpose
Younger generations, in particular, emphasize working for organizations that positively impact the world. As tech talent skews young, it’s important to communicate how the work of your tech team contributes to the company’s mission and positively impacts the world.
2. Encourage Professional Development
Like all of us, tech professionals want the chance to continuously learn and advance their careers—so businesses should emphasize mentoring programs, training, and career progression within the organization.
Not only does that help attract workers, it keeps them around. LinkedIn’s latest workplace learning report revealed that the foremost businesses work to improve retention is by “providing learning opportunities.”
3. Build an Inclusive Culture
Tech is a global field, and diverse teams often lead to more innovative solutions. For instance, a study by McKinsey found that companies in the top quartile for gender diversity on executive teams were 25% more likely to have above-average profitability than companies in the fourth quartile.
4. Offer Work-Life Balance
Global workplaces are an opportunity to depart from the old ways of being bound to a desk between the hours of 9 and 5. Being flexible and acknowledging the importance of work-life balance is a sure way to attract forward-thinking IT workers and retain them over the long term.
How to Retain Global Tech Talent
Speaking of retaining workers, let’s focus in this last section on some considerations businesses must make to ensure their global tech teams remain motivated, engaged, and committed to the organization.
1. Provide Transparent Communication
Remote workers don’t have a communal office space to shout across, which is why it’s necessary to foster an environment of almost over-communication. Regular video meetings and one-on-one check-ins can help bridge geographical gaps and help remote tech employees feel like integral members of the team.
2. Recognize Performance
It’s essential to ensure that remote employees receive the same recognition and appreciation as they would if they were on-site. Much as we might pretend otherwise, everyone loves having their hard work acknowledged. While a physical pat on the back might be out of the question in a remote team, it’s perfectly possible to notice and reward outstanding contributions, regardless of location.
3. Offer Competitive Compensation
Consider the cost of living and industry standards in the regions where your remote tech employees are based to ensure you stay competitive with your compensation packages. Businesses should regularly review and adjust salaries as necessary or risk their talent being poached.
4. Give Benefits and Perks
Attracting and then keeping tech workers is about more than just money. Benefits like health insurance, retirement plans, wellness programs, and access to company events or conferences are just some of the perks that help to keep tech workers onboard.
Multiply your Global Tech Talent
No one’s saying global tech recruiting is easy, but hopefully, you can now better understand how to attract the elusive creatures known as tech workers. It’s all well and good attracting global tech talent, however. Now the question is the best way to pay them!
One option is to struggle with the intricacies of labor laws in each individual country in which your employee resides. Drawing up contracts, setting up entities, understanding the tax implications, and finding bespoke benefits solutions. But you might not have your sanity by the end of it.
Allow us to suggest an easier alternative. With a global employer of record like Multiplier, you can access a one-stop solution that navigates international legal and compliance requirements for you. By serving as the legal employer of your workers, Multiplier can effortlessly handle your global teams’ payroll, taxes, social contributions, and local insurance policies—leaving you more time to focus on the good stuff, like growing your platform alongside your new global hires! Talk to our experts today to find out more.
