More and more startups set sights on expansion and since the very beginning are determined to succeed on a global scale. However, it’s not possible to have a global presence by using only the local workforce. It often requires the support of foreigners who are familiar with the industry, language and culture specific applications and solutions.
Paul Graham published a valuable post in which he defines a startup as a “company designed to grow fast”. One of the crucial factors that distinguish startups from other newly founded companies is their constant search for new markets and opportunities to expand. Startups are oriented towards a rapid international expansion and to achieve this goal it’s crucial to have “the right people in place” – the team of qualified workers who are determined to help in achieving company’s success. There are variety of ways – depending on the startup – that must be considered in order to enter a new market. However, there’s one key element that simply cannot be neglected – people who are responsible for implementing new market strategies and solutions.
Popular but more costly way is to open an office abroad, which is not the most preferred option for new business owners. Another option is to invite a foreign candidate, preferably with a previous working experience in an international environment, to join the team in the company’s headquarters. It’s however good to be aware that “hiring a foreigner” doesn’t revolve around arranging a working permission, health insurance or a visa. These issues matter, but in order to hire a skilled specialist from abroad, a recruiter must consider much bigger picture, especially in terms of the recruitment and the onboarding processes.
1. The Search. Consider job market specificity
When running a recruitment process on the international scale, one must be open-minded and aware that the character of the recruitment and job market structure may differ from the one we are used to. The entire process begins with a well-prepared job offer, preferably in the target language or at least in English. Looking at the submitted CVs recruiter must refrain from comparing – foreign candidates often submit their documents in many different forms and they shouldn’t be rejected just because the CV’s template doesn’t adhere to our norms.
2. The Interview. Meet them halfway
International expansion involves hiring skilled professionals who are familiar with language and culture specific elements of business etiquette. Hiring foreigner workers often requires arranging plenty of Skype interviews scheduled in the time zone convenient for the candidate. One of the country managers from Brazil at International Coupons (owner of Singapore’s Picodi.sg) once confessed that a recruiter from Europe scheduled the Skype interview for 3:30 am his local time and saw nothing unusual about it. He was quite disappointed by that approach.
“The recruiter representing the company should want to make a good impression on the candidate” – says Celina Kopacz, Recruitment Specialist at International Coupons. “Candidates’ first impression can be transmitted outside and in the end, shape the public opinion. Even if the potential candidate is not hired, he or she may spread a good word about the recruitment process and arouse interest in the company. It’s an important aspect of the outside promotion”.
One of the next recruitment stages is the interview in the office, we must prepare ourselves to face different cultural differences depending on the candidate we invite. Appropriate attire for a job interview is not a must in every country, so we shouldn’t be surprised seeing a candidate from South America in a polo shirt and jeans.
When recruiting for the specialist’s position, it’s a good practice to invite another employee that speaks the same language to join the meeting. Even if his or her presence is not crucial, our experience shows that it gives the candidate confidence and helps removing language barrier.
3. The first day. Onboarding is the key
When the decision to hire is made, another important stage is a well-prepared employee onboarding that will smoothly introduce new team member into the company, help him acquire necessary skills or learn structure of the organization. Help in getting on board is the first challenge we should face when introducing a foreign worker into the company. It is also extremely important to keep an internal communication in English, not to make the new employee feel neglected or isolated. Yet another good practice is to organise a welcome meeting each time a new member enters the team: it doesn’t have to be an expensive company weekend getaway, but a social football game, lunch, go-karts, or barbecue will do the work just fine.
4. Growing the Team. Hiring interns
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