Global Recruiting and Selection

Описание: Companies are now sourcing managerial and technical talent from offshore. Social media tools are one method that we are now using to reach these knowledge workers worldwide. LinkedIn may very well be the leading source for such talent searches. But what processes are we using to recruit and select this talent?

This is a bit more complex in an international recruiting and selection process. We need to make the offer in the same way we discussed, but we also have to negotiate compensation differently than we ordinarily would, the length of the assignment and repatriation, allowances for relocation to and from the assignment, housing arrangements, family accompaniment, income and other individual tax issues, and potentially several other items. So the negotiation process will necessarily be longer and more detailed.

Taxes are one of the more complex parts of international assignments. Where will the employee pay taxes—in their home country or in the country where they are assigned? This isn’t an individual choice. It is set by the laws of the country in which the individual works, as well as sometimes by laws in their home country. So to avoid unnecessary harm to the employee, we have to assist them in developing a tax strategy for the duration of the assignment.

Relocation costs including housing can also be difficult when moving to certain locations. Housing may also be substandard in some areas unless a premium price is paid. So we may have to have company housing or have contracts with local firms that will house employees for a set fee. The key is that these issues must be negotiated up front.