The biggest problem with overseas recruitment, and How you can fix it

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Overseas recruitment is a proven and very efficient way of recruitment. Good overseas recruitment practices are so highly prized because they help fill skill gaps and help bring in the best technical talent.

This segment although pivotal, has a very mixed past, present and future.

The crux or root of the problem and the biggest obstacle in overseas recruitment is two-fold. Namely:

  1. Culture shock and language competency

Culture shock is a well-documented and researched topic. According to a study conducted by industry behemoths CEMS, a quarter of all new recruits suffer personally and professionally due to this phenomenon.

That professional and personal suffering hurts you and the employee on more than one level.

It hurts you both in terms of office morale, work productivity and the all-important bottom line.

There is also a risk of reduced employee retention and more expenditure due to extended settling in period.

Language and the employee’s competency in the office prevalent in it is also a crucial area which reduces employee growth and promotes crisis free and cordial settling in the workplace. The solution to this problem is a combination of HR training and the creation of a logistical pipeline. The HR training can be achieved by teaching a segment of your Human Resources Department to retain some basic knowledge of the new recruit’s language skills and cultural eccentricities.

You can do this by dividing the duty of acclimatization between yourself and the employee. You give them the necessary tools and help circumstantially and they are in charge of blending into their new surroundings.

This gives our venture the prestige and good press when it comes to how our program is perceived from outside quarters which is very beneficial for future hiring.

  1. Settling in.

A new candidate might be the perfect choice for the position they have been selected. They might have the proper technical knowledge and the requisite communication skills in the desired knowledge.

But sometimes that is not enough. In addition to a new culture and a new language, there are a variety of new business customs and other issues such as finding a place to live, local insurances and other important logistical stuff.

The solution to both of the problems is: preemptive action based on research and interactive solutions which help show a unified and cooperative front to incoming recruits.

A logistical setup should also be installed to facilitate fast access for setting up employees’ in a time bound period which should be optimized with the help of good HR practices.

In that way, the worker can be counseled and eased in their role at the company.

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