Mettl’s assessments have been the biggest filter in our recruitment process. Their platform has helped us reach out to a higher volume our applicant numbers. Mettl constantly keeps innovating on their products and tries to introduce a new aspect to everything.
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Many leading companies are looking at innovative ways to replenish their talent pool because of increasing competition and shrinking budgets. As a result, they are turning to borderless hiring to address this tech talent shortage and lack of diversity. This method allows companies to go beyond their office perimeter, primary work location, and geographies to hire the right talent.
Further, the new-age hybrid work model supports borderless hiring, where employees can work from the office on some days and from home on others. This method motivates businesses worldwide to hire talent from different places and bring more diverse voices to their teams.
Mercer | Mettl plays a vital role in borderless hiring. It offers pre-employment assessments that enable recruiting the best talents across the globe. Additionally, the Mercer | Mettl lateral hiring suite includes tests for technical, sales, and blue-collar hiring and is trusted by 6000+ clients worldwide.
Recruiting and employing individuals from any location across the globe is borderless hiring. Companies that engage in this practice tap into a broader qualified candidate pool and create a diverse and globally distributed workforce.
According to a Gartner survey, Borderless Recruitment Is No Longer an Exception, 58% of organizations already employ borderless talent, and 27% of leaders are currently exploring hiring borderless tech employees.
Every business wants to find the right talent, especially IT and tech companies. Borderless recruitment offers an opportunity to address two most-pressing problems: the talent shortage and the lack of diversity. Embracing this method allows tech companies to hire qualified candidates and build a highly diverse and readily available workforce.
Several challenges can arise when a company engages in borderless hiring, such as:
Different countries have different employment laws and regulations, which can make it challenging to navigate and comply with these requirements when hiring employees globally.
Working with people in different time zones and speaking other languages presents communication and collaboration challenges. Thus, scheduling meetings or having impromptu discussions may become challenging.
Employees from different countries have varied cultural values, and companies must be aware of and sensitive to these differences to foster a positive and inclusive work environment. Using Mercer | Mettl’s pre-employment assessments, including psychometric, behavioral, and cognitive tests, help hire the right people globally.
Companies need to provide additional employee support in different countries, such as relocation, housing, and other logistics assistance to help employees move. This is a crucial challenge when companies are considering borderless hiring.
Companies must invest in technology and infrastructure to support remote work and collaboration. This includes video conferencing tools, online project management platforms, and VPNs.
Remote onboarding and training are complicated compared to local onboarding. Hiring managers must provide additional support and resources to ensure that new hires are fully integrated into the team and have the knowledge and skills they need to succeed.
Hiring managers must provide additional support and resources to ensure remote employees feel connected and motivated to stay with the organization
By hiring employees from different countries, a company can access a more extensive and potentially diverse talent pool, thereby receiving cost and location-benefit advantages. This is important in today’s global economy, where skilled workers’ demand exceeds the supply in specific locations.
Hiring globally gives a competitive advantage to the company by allowing it to tap into new markets and customer bases to bring in new perspectives and ideas. Companies better understand and serve customers’ needs by having a diverse and globally spread workforce.
Hiring employees from countries with a lower cost of living result in cost savings for the company. Hiring managers can offset the fixed costs offered for top talent, thereby achieving higher savings compared to high-cost locations.
A diverse and inclusive workforce contributes to a positive company culture and fosters innovation and collaboration within the organization. When employees from different countries and cultures work together, they bring fresh perspectives and problem-solving approaches, leading to new ideas and innovative solutions.
Companies known for global hiring may be perceived as more forward-thinking, which enhances their reputation and attracts top talent. This is important in today’s competitive job market, where top candidates have multiple job offers to choose from.
Hiring managers can assemble a geographically scattered team that provides flexibility and allows round-the-clock operations. This is useful for companies that need to meet customers’ needs in different time zones or for those who need to respond quickly to market changes.
With borderless hiring, a company can hire remote employees who do not need physical office space to reduce overhead costs. It benefits small businesses or startups that don’t have large resources to rent or build office space.
Businesses improve employee retention and reduce turnover by offering remote work options and opportunities with a globally dispersed team. It is beneficial in industries or locations with high demand for skilled workers.
Allowing employees to work from home or their resident location improves confidence and job satisfaction, as it can give them more control over their work environment and personal life. A better work-life balance ensures high employee morale and motivation.
Hiring managers can access specialized skills and expertise globally that may not be available in their local market. This is useful for companies working on cutting-edge projects or operating in niche markets.
The COVID-19 pandemic has led to a rapid shift towards remote work, and many companies are continuing to embrace it. Businesses can benefit from remote work without limiting their workforce to a local area and using borderless hiring.
Many businesses now operate globally, and having a scattered workforce provides international business opportunities and helps serve customers better.
There is a high global demand for skilled workers. Companies can access a wider pool of talent and increase their chances of finding the best fit for each role using borderless hiring.
The first step in borderless hiring is identifying the skills and expertise your company needs to meet its business objectives. This will help determine the types of employees you should hire and focus your recruitment efforts.
Once you know the skills and expertise required for a role, you can start researching potential candidates. This includes looking for candidates on job boards and online platforms and reaching out to recruitment agencies and professional organizations in other countries where you wish to hire.
Different countries have different employment laws and regulations. Thus, it is essential to carefully research hiring requirements for each location where you are considering candidates. This includes obtaining work visas or permits and complying with local labor laws and regulations.
Communication and collaboration are challenging when working with employees in different countries and time zones. Therefore, it is important to establish clear communication channels and protocols to ensure everyone is on the same page.
One of the challenges of borderless hiring is that employees may feel isolated or disconnected from their colleagues. It is necessary to foster a sense of community within the organization to eliminate this bottleneck. Hiring managers can achieve this with regular communication and collaboration and social events and activities that bring employees together. Further, encourage team building, provide opportunities for in-person meetings, and encourage open conversations.
The traditional hiring process may not be suitable for candidates living in other countries during borderless hiring. Therefore, hiring managers need to gather background knowledge about the market structures of different countries to gauge candidates’ merit and potential correctly. Thus, the borderless hiring process should be tailored to address unique global challenges.
Rapid digitalization and tightly integrated businesses are paving the way for new-age talent recruitment methodologies. With the increasing need to recruit just-in-time talent, companies are now going beyond their boundaries to access the necessary workforce – whether permanent or contingent. Borderless hiring is a trend that is gaining traction, and for a good reason. Companies can access a wider pool of talented professionals using borderless hiring, which can help them stay competitive in the marketplace.
"Borderless talent" includes professionals who work remotely or from any location. Many professionals are accepting jobs and projects from anywhere in the world due to technological advances and the rise of remote work. This flexibility allows them to pursue their careers without being limited by geographical borders, hence, the term "borderless talent."
Talent acquisition is finding and hiring skilled employees for a company.It consists of several key components:i) Recruitment,ii) Selection,iii) Onboarding,iv) Retentionv) Continuous learning and developmentA successful talent acquisition strategy integrates all these pillars to attract, hire, and retain top talent effectively.
Originally published February 1 2023, Updated February 1 2023
Talent acquisition is all about strategizing for sourcing, hiring, and retaining the talent an organization needs. This blog offers more insights on the topic.
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