GoGlobal recently partnered with MP-HR for an insightful webinar titled “US vs. Global Talent Acquisition: Key Differences and Best Practices.” The interactive session featured discussions by Harry Dhillon, Director of Recruit & Hire at GoGlobal, and Sharon Hui, Senior HR Partner at MP-HR.
Together, the duo explored the complexities of global recruitment, compliance and employee satisfaction in a post-pandemic work environment. In this blog post, we uncover key takeaways from the webinar.
The continuing rise of remote work
Harry started his segment by highlighting a significant trend: the number of remote digital jobs is projected to rise by 25%, according to the World Economic Forum. This means there will be more than 92 million remote jobs by 2030.
This monumental shift creates more opportunities for businesses to tap into a global talent pool. It also enhances opportunities for innovation and competitive advantage. The flexibility of remote work can significantly increase employee satisfaction and retention, fostering a more diverse, equitable and inclusive workplace.
However, transitioning to a global workforce comes with its challenges. As Harry noted, organizations must navigate various legal considerations and effective onboarding. There are also hurdles in cross-cultural communication, collaboration, technology and data security.
Staying updated on global labor regulations and best HR practices is essential for managing a successful cross-border remote workforce.
Navigating the complexities of compliance
Compliance was a central theme in Harry’s presentation, revealing that GoGlobal operationalizes over 500 regulatory compliance changes each year.
Companies engaging in global talent acquisition must remain vigilant about these changes to avoid legal pitfalls. For example, following local termination practices is critical for any organization aiming to operate across borders. Due to strict regulations, hiring the wrong talent in any market often comes with hidden costs.
Sharon echoed this sentiment, discussing the importance of compliance in the international hiring process. She emphasized that a single oversight can lead to significant gaps in a company’s operations.
To mitigate these risks, she recommended securing knowledgeable professionals who specialize in employment law and tax regulations. This expertise can help organizations navigate the complexities of international compliance and adhere to local guidelines.
Leveraging AI in HR
Artificial intelligence (AI) is transforming the recruitment landscape, offering organizations enhanced efficiency and consistency in their hiring processes.
Harry explained that AI can streamline tasks such as resume screening and conducting initial interviews, reducing the time-to-hire significantly. However, he also cautioned against potential risks, such as job displacement and inherent biases in AI algorithms.
Despite the numerous advantages AI offers, Harry revealed recent findings from the World Economic Forum that there’s a “trust gap” in AI. For example, only 62% of business leaders express confidence in their organization’s ability to implement AI responsibly. Among employees, these figures drop even lower to 52% and 55%, respectively.
This sentiment calls for transparency and accountability in AI usage. The end goal, according to Harry, should be companies to not only benefit from these technologies but also mitigate ethical concerns.
Looking at benefits, pay transparency and flexibility
As companies look to attract and retain top talent from around the world, tailoring benefits packages to meet diverse needs is becoming increasingly important.
Harry discussed the necessity of localized benefits, which can enhance employee satisfaction and well-being. Strategies such as well-being programs, caregiver benefits and financial education initiatives are essential in creating an inclusive environment.
Sharon supported this notion by citing research showing that 99% of creative, marketing and tech professionals are more likely to apply to companies that practice pay transparency.
She also looked at how flexible scheduling, a key trend is encouraging organizations to rethink their approach to work. When done correctly, according to Sharon, flexible work can improve employee engagement, performance and overall business outcomes.
Getting started with global recruitment
For organizations eager to expand their talent acquisition efforts globally, Harry presented practical strategies to access international talent. Combining expert recruitment with Employer of Record (EOR) solutions can facilitate quick onboarding and effective HR process management. This strategic approach not only enhances time and cost efficiency but also promotes compliance and agility in hiring.
Expert recruitment and EOR solutions provide companies with a global reach, enabling them to engage specialized local talent while upholding compliance. Harry noted that using a platform like GoGlobal Recruit & Hire can streamline and simplify international hiring processes.
As the workforce continues to evolve, staying informed and adaptable will be key to successfully navigating the landscape of global talent acquisition. Organizations that embrace these changes will not only enhance their competitive edge but also foster a more inclusive and engaged workforce.
Contact us today to learn how our unique Recruit & Hire solution can help you build a successful global workforce.