Relocation Hiring. Why should companies consider talents from abroad? 

In this article designed for businesses, we will delve into essential insights around relocation hiring that could transform your approach to talent acquisition. By the end of this article, you will learn:

  • Key limitations of relying solely on local talent
  • Benefits of expanding talent pools beyond the borders
  • Mitigating risks and maintaining a resilient workforce through diverse talent acquisition.
  • Useful tools and tips, when considering hybrid or relocation model for your candidates
  • How acework can help you to hire globally? 

Hiring from abroad can be the optimal solution

Germany alone could face a shortfall of around 7 million workers by 2035.

The traditional approach of relying solely on the local talent market is no longer sufficient. To maintain competitiveness, companies must embrace the concept of global talent sourcing. Tapping into a diverse pool of candidates who can provide unique qualifications, specialised expertise, and fresh approaches to problem-solving. 

In this paper, we will explore why companies should embrace relocation hiring and how it can benefit them in the long run.

Over the last decade, IT talent increased. Still, a shortage persists; 58% of EU firms struggle to hire Tech experts. The demand rises, with an estimated 8 million Tech professional shortage in the EU by 2030.

Relying on a single country can limit access to specialised talent

Different regions have unique skills and niche knowledge that can contribute to industry advancement. By expanding the talent pool globally, companies can tap into international networks and access the specialised expertise needed to achieve their business goals faster.

Hiring talent from abroad can also provide cost-effective solutions particularly when allowing remote working from different geographical locations using an employer of record scheme. Through the employer of record model, businesses access talent where lower living and labor costs prevail. This approach yields substantial savings by connecting them with proficient professionals at competitive rates, all while upholding quality standards.

Why should businesses be more open for international talents?

  • Access to a wider talent pool:

As companies strive to expand their reach, foster innovation, and gain a competitive edge, accessing a diverse pool of skilled professionals from different cultural backgrounds can significantly contribute to their success. We consulted hiring experts Sofia Rivero and Shilpa Amladi from acework by HEICO Group. In our conversation, they shed light on reasons why businesses should be more open for international talents.

Whether it’s specialised technical skills, industry-specific knowledge, or cultural fluency, global recruitment opens up opportunities to find individuals who possess the precise expertise needed to drive growth and success.

“Opening up to global talent provides access to a vast candidate pool. This expands the company’s options and of course, increases the chances of finding highly skilled people that may not be available in the local market or are really hard to attract.” 
Sofia Rivero (Talent Partner at acework by HEICO Group)

  • Overcome skill gaps and shortages:

Overcoming skill gaps and shortages is a significant advantage that companies can gain by considering candidates from other countries. Particularly in emerging fields like AI, web3, and other niche areas, there is often a scarcity of qualified professionals. 

Customer story:
Sendwave partnered with acework talent partners to expand their engineering team in the LATAM region. With a plan to establish an additional engineering centre closer to North America, Sendwave needed to raise awareness in the region, understand the talent market and attract talent (more than 10 open software development positions). acework supported Sendwave to findcandidates for senior engineering roles, conducting outreach to 635 candidates in LATAM and 200 diverse candidates in the EU. Read more in our case study!

  • Diverse Perspectives and Creativity:

International employees can offer fresh insights, alternative problem-solving approaches, and unique solutions, enabling companies to tackle challenges from multiple angles and drive meaningful change.

“Bringing people from different countries and backgrounds helps to foster cultural diversity and a sense of belonging within the company, which enhances creativity, innovation and commitment” 
Sofia Rivero (Talent Partner at acework by HEICO Group)

  • Global Market Understanding:

Hiring international talent provides businesses with a competitive advantage in understanding and accessing global markets. Individuals who have lived or worked in different countries possess firsthand knowledge of foreign markets, consumer behaviour, cultural nuances, and regulatory frameworks. Leveraging this expertise helps companies expand their operations, tailor products or services to specific markets, and develop effective marketing strategies.

“In the world of competitive job markets, finding top-notch talent can be a challenge. But fear not, because by casting your recruitment net wider and considering candidates from around the globe, you unlock a treasure trove of potential.”
Shilpa Amladi (Talent Advisor at acework by HEICO Group)

  • Language and Cultural Proficiency:

Fluency in multiple languages enables companies to effectively engage with diverse customer bases. Also help to build stronger relationships with international partners, and navigate language barriers in global business transactions. 

Embracing Remote Work for Hiring International Talents

When it comes to relocation hiring, there are two main options to consider: remote work or relocation. 

Undoubtelly, remote work presents significant cost-saving opportunities for both employers and international employees. Employers can reduce expenses associated with office space, utilities, and other infrastructure requirements. By leveraging remote work, organisations can also tap into talent from regions with lower living costs, potentially enabling them to offer competitive salaries while maintaining cost-effectiveness. 

If your company needs some 24/7 operations, relocation hiring and having international talent across different time zones enables organisations to extend their operational hours and offer round-the-clock customer support. Remote teams can provide seamless service to global clients, ensuring timely responses and support across various regions. 

Consider Relocation 

In truth, Fully remote work isn’t everyone’s talent strategy and doesn’t work for every company. By establishing an effective process for relocation companies can carve out a competitive advantage to secure talent that isn’t accessible to other (local) competitors. 

Several countries are supporting their employers by simplifying the laws and requirements for successful relocation of employees. But despite recent updates, navigating european bureaucracy for employers around relocation remains tedious and time consuming.

A positive example of relocation incentives is the Netherlands

The country that has implemented the 30% rule to facilitate the relocation of specialised immigrants. This policy offers an attractive tax benefit to highly skilled expatriates. This makes it more convenient for them to establish themselves in the country. Under the rule, qualifying individuals are eligible to receive 30% of their gross salary as a tax-free allowance for a maximum period of five years. This incentive has not only made the Netherlands a preferred destination for foreign professionals but has also helped to attract and retain talent from various industries. By simplifying the tax burden and providing a favorable financial environment, the 30% rule has played a significant role in supporting the country’s efforts to build a diverse and vibrant workforce.

Recent simplifications to immigration have the potential to boost relocation to Germany

The government in Germany has recently approved a new immigration law that aims to facilitate the relocation process for individuals and improve opportunities for both employees and employers. The law, set to be implemented in stages starting from November 2023, brings several positive changes. For employers, IT professionals can now work in Germany without a university degree. The salary threshold for the European Blue Card for professionals has been reduced to €43,800 annually. Additionally, the law allows employment in a profession different from the individual’s original qualification. This eliminates the need for diploma recognition if certain conditions are met. There are several work permits in Germany for foreign employees, we have explored the topic further in another blog post, that you can access by clicking here. 

Simplifying Relocation: Strategies and Tools to Make the Process Easier

Relocating employees from other countries can indeed be a complex and costly process. However, there are several strategies and tools that can help make the relocation process easier and more efficient. Here are some strategies and useful relocation tools that can help employers make the relocation process easier and more efficient.

  • Engage with global mobility experts

Global mobility experts specialise in managing employee relocations and can provide valuable guidance and support throughout the process. They can help navigate legal and immigration requirements, advise on tax implications, and assist with logistical arrangements. Engaging with global mobility firms or consultants can help streamline the relocation process and ensure compliance with local regulations.

  • Utilise relocation management software

Localyze: Localyze is a relocation management platform that automates and simplifies the visa and immigration process. It provides personalized checklists, document tracking, and compliance updates, enabling employers to efficiently manage the relocation paperwork and ensure a smooth transition for employees.

Topia: Topia is a global mobility management software that helps companies manage all aspects of employee relocations. It offers tools for tracking expenses, managing immigration processes, and providing real-time updates and support to relocated employees. Topia integrates with various HR systems, making it easier to manage global mobility programs.

  • Start with remote onboarding to mitigate risk

It has become common to allow remote work while employees are still in the relocation process. In order for this to be effective, utilise effective tools to integrate the employee fully in the day to day. Ideally, the employee should complete an in-person onboarding at their future work location. After all, we have seen several employee onboardings in Europe, and as a result, doing this for a few weeks prior to working remotely and planning the relocation can greatly improve employee retention and ensure relocation success

  • Streamline administrative processes

Digitize document management: Use cloud-based document management systems (e.g., Google Drive, Dropbox) to centralize and securely store relocation-related documents. This helps streamline the sharing of information and reduces the risk of losing important paperwork.

Automate expense tracking: Employ expense management software (e.g., Expensify, Concur) to simplify the tracking and reimbursement of relocation expenses. These tools automate expense submission, approval workflows, and generate comprehensive reports, saving time and reducing manual effort.

  • Offer cultural integration support

Moving to a new country involves adjusting to a different culture and way of life. In addition, to support employees during the process of relocation hiring, consider offering cultural integration support. If you are hiring in Europe, offering content around European work culture for foreign employees, is a good option. Furthermore a cultural integration support can also include providing information about the local culture, language training for employees, or connecting employees with local social or professional networks. Some good options to help cultural integration once relocation hiring are:

Babbel: Babbel is an online language learning platform that offers courses in multiple languages. Providing Babbel subscriptions to relocated employees can help them learn the local language. Also helps to improve communication, and enhance their integration into the new culture.

Meetup: Meetup is a platform that connects people with similar interests and facilitates local group gatherings. Encourage relocated employees to join relevant Meetup groups to meet locals. This helps them to make friends, and engage in activities aligned with their hobbies or professional interests.

Quick tip: Arrange cultural immersion experiences. Guided city tours, cooking classes, or language exchange programs can help relocated employees quickly acclimate to the new culture and build connections with locals.

acework by HEICO Group can help you with international sourcing 

At acework, we specialize in simplifying global hiring for companies. With our extensive candidate pool and innovative tools, we make it easy for organizations to expand their talent pools and tap into a diverse and global workforce.

Our recruiting services offer advanced search and pre screening capabilities, allowing you to efficiently find the most suitable candidates from around the world. We are an experienced recruitment agency in Europe.

By partnering with acework, you gain access to a vast pool of qualified candidates, simplify your hiring process, and unlock the benefits of a global workforce. We are here to help you expand your talent pools, find the right candidates, and drive your organization’s growth to success.

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