In an age of video calls, instant messaging, and collaboration tools, is it really worth relocating people across the globe for a job? After all, if you can get the same results without the expense and admin, why should your company go to the effort and spend the money to recruit an international team member?
'By filling a job role with an international candidate, you don’t just fill a job vacancy. A culturally diverse team can help increase profits, making global mobility an investment which can pay for itself.'
Better Results Face-To-Face
If you must have that one person, why not simply ask them work from their home country? The first concern is a practical one: if the candidate lives in the US and your company is in Belgium, then you’re going to have to work around time zone differences. If your key team member is just getting to their desk as the rest of your team heads home for the day, there’s an instant issue.
Whilst there are many instances where working remotely is beneficial, overall, there are some considerations to make. The first is that there is evidence of 10% lower productivity for remote workers. There’s also some indication that the work which is done isn’t of the same quality. For example, online meetings tend to generate fewer good ideas than in person ones.
But don’t just take our word for it, in a global survey of 2,300 Harvard Business Review subscribers, 95% of respondents said that in person meetings were essential to forming stronger, more productive relationships. All of this adds up to a picture where, if you’re investing a lot in a specific candidate to fill a specific role, you will get a better return having them in the office, in your team, than working remote.
Access More Candidates
In a world of increased competition, having a programme which enables your recruitment team to cast a wider net is invaluable. By having an established, structured system for new assignees to relocate, your company can ensure that the best talent isn’t scared away. It’s why you need to ensure that your Global Mobility Policy is both up to date and fit for purpose.
Enhanced Company Culture
Despite the obvious benefits of making a more inclusive workplace, adding in people to your team from different cultures can have unexpected benefits. By having to welcome new teammates from different cultures, existing staff will need to develop their skills for understanding and empathy. Skills which aren’t just useful with expats, but which also create better communication and deeper connection within the business.
Fresh Faces Bring Fresh Ideas
Different cultures bring different approaches and ideas. Adding in a whole new set of perspectives can have a positive effect on problem solving, knowledge, and productivity. So, by filling a job role with an international candidate, you can improve the whole team, not just fill a job vacancy. There is some evidence that this diversity bump can lead to an increase in profits for the business, making global mobility an investment which can pay for itself.
Experience from Day 1
Global mobility can also be used when your business expands. By relocating current, local talent into a new office abroad, you can not only offer promotion but also ensure that knowledge and experience of the business is transferred to the new team. This not only makes setup and startup faster but also ensures that the new branch won’t need to relearn lessons other teams have already learnt from experience.
Insights Into Other Territories
Local knowledge can be one of the most powerful and potent tools for business success. By recruiting someone from a key or target country, your team will benefit from instant insights which will be invaluable. As they’re already familiar with the area, they can support with customs, language, expectations and trends which can all be shared with the team.
Stronger International Teams
When your business covers multiple territories, communication and connection between different areas can be essential to productivity. This is much easier if the leaders have worked together, in person, previously. By having a leadership comprised of people who have worked in other branches, in other countries, you will have an effective network who know each other well and communicate effectively. This will lead to more effective and efficient operation of your business, no matter where you team are in the world.
It has never been easier or quicker to relocate people. Whether from the country next door or on the other side of the world, it’s clear that international recruitment represents not just a job filled, but a competitive edge.
If you’d like support in relocating your next team member to Belgium, or get advice on how to make the most of your global mobility policy, then reach out to an ABRA approved expert here.
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