This article is part of Zinc’s partnership with Global M, an International Recruitment Consultancy that supports the growth of the world’s most ambitious teams through two flexible hiring models: the embedded RPO model for seamless, in-house recruitment, and the success-based model to secure top-tier talent quickly.
Thinking about going global in 2025?
Expanding your team across borders is no longer just a trend; it’s becoming essential for companies that want to grow, innovate, and stay competitive. Whether you’re looking for niche skills, building a more diverse team, or trying to scale quickly, international hiring can be a game-changer.
But it’s not as simple as posting a job and hoping the right candidate appears. Each country has its norms, challenges, and opportunities.
Here’s what you need to know to make global hiring work and how the right recruitment partner can help.
What makes international recruitment tricky?
Hiring globally is exciting, but it’s not without hurdles.
These challenges are common, especially for companies that are new to international recruitment.
It’s harder to attract talent in unfamiliar markets
What works in your local hiring market might fall flat elsewhere. Countries have different job platforms, professional networks, and expectations around outreach. Without local knowledge, it’s easy to miss out on strong candidates.
Expectations vary by region
Salary ranges, benefits, job titles, and even how you communicate with candidates can vary significantly. For example, candidates in Western Europe might expect flexible work options as standard, while those in South Africa might prioritise training and career development opportunities.
Hiring can feel slow or disconnected
Time zones, language differences, and unclear communication can all affect the speed and quality of your hiring process. Candidates may drop out if the process takes too long or feels confusing. Without the right structure in place, even small delays can cost you great talent.
How to hire better, globally
Then what’s the point of hiring an international workforce?
Luckily, these challenges are all solvable with the right approach and mindset. Here are a few simple ways to improve your global hiring strategy.
Know where to find the right talent
Don’t rely solely on LinkedIn. In some countries, local job boards and community platforms are much more effective. Partnering with people who understand the local hiring landscape can save time and help you connect with the right candidates faster.
Communicate clearly and consistently
It’s easy for international candidates to feel lost in the process. Set clear expectations early; what the steps are, how long they’ll take, and who they’ll be speaking to. Be mindful of time zones when scheduling calls, and always follow up quickly.
Keep things simple and fair
Your interview process should be consistent across regions but flexible enough to adapt to local nuances. Keep your assessments relevant and avoid unnecessary hoops. The biggest rule of talent acquisition is true no matter what country you’re hiring in: make sure candidates feel valued, heard, and respected throughout the process.
How RPO providers can help
If you're hiring internationally and don't have the in-house resources or local knowledge to manage it effectively, Recruitment Process Outsourcing (RPO) might be the solution.
RPO providers (like Global M) act as an extension of your team, handling all or part of your recruitment process. They can:
- Bring deep local market expertise. RPO recruiters often specialise in specific regions and understand how to find and engage top talent across different countries.
- Streamline your hiring process. From sourcing to screening to scheduling, they make hiring more efficient, reducing time-to-hire and improving the candidate experience.
- Scale with your needs. Whether you’re hiring one person or building out a full team, RPO support can flex with your business as it grows.
- Improve consistency across regions. They help maintain a structured, repeatable hiring process, while still adapting to local cultural and legal differences.
For many growing businesses, RPO is a smart way to access international talent without building a large internal hiring team.
Final thoughts
Hiring across borders isn’t just a logistical challenge, it’s a strategic opportunity. Like background checking providers simplify and standardise the complex process of verifying international candidates, RPO partners help you navigate the complexities of global recruitment.
You still make the decisions. But you get support from people who understand different markets, can move quickly, and bring best practices to every hire.
International hiring doesn’t have to be difficult. With the right systems and partners in place, it becomes one of the most powerful tools for building diverse, high-performing teams.
