Watch the recording of our webinar with Workmotion, The IEC, and Global Business Culture on the challenges and opportunities of global expansion for start-ups and scale-ups.
Why would start-ups and scale-ups need to hire globally?
“I think the obvious reason is global expansion. You want to hire globally because your customers are global these days. Another reason is a shortage of talent, if you look at the market today, there are certain jobs where there is a real shortage of people in a certain geographical area” – Maarten Dermul
“From a recruiting point of view, some of the reasons that people want to go international with their hiring, shortage of talent, is true. The other obvious one is cost. The cost of people, the cost of salary, the overall cost of employment.” – Chris Danks
“The desire to diversify risk. They’re starting to look at other jurisdictions where they can also move talent or acquire talent just because of that risk factor. I think as we move into a more unstable geopolitical environment, I think the issue of risk is going to get higher.” – Keith Warburton
How is this change in the global market affecting the talent pool itself?
“Naturally if you open any job opportunity up across borders, your talent pool is going to go up a hundredfold” – Chris Danks
“One of the big issues that we try to work through with our customers is the definition of the business strategy, the organizational strategy. That very often defines the location, the time zone, whether it is tightly integrated or loosely integrated”. – Luis Praxmarer
“My experience with our clients is that very often it’s an extremely reactive process that they go through, rather than a proactive process. They’re almost surprised that they have a skills shortage in an area. – Keith Warburton
How do you think a company can differentiate itself to attract global talent?
“I don’t think finding the talent is the hard part anymore, it’s attracting the talent” – Chris Danks
“The obvious ones are culture, a good package and flexibility, but she thinks the days are over when a company can afford to interview a dozen people in an interview process and then just pick the one they think is the best at the end.” – Maarten Demul
“My advice would be to look at your values and ask yourself if your values mean anything in the places where you’re trying to attract talent.” – Keith Warburton
“I think the value brings me to the story of the company, whether it’s going to be a deeper sense of what the company is all about. Differentiate.” – Luis Praxmarer