A Guide to Recognizing Skills When Hiring Abroad

The days when you could only hire from the local town are long gone. Nowadays, businesses are increasingly recognizing the value of hiring international talent. This is especially true for businesses offering remote positions as they can easily tap into international talent pools without even needing the employee to live locally. 

The benefits are manifold, For a start, international employees bring diverse perspectives and cultural insights. They offer new ways of thinking and often under-utlized knowledge that can greatly contribute to innovation and success. 

However, for interviewers accustomed to assessing candidates from a national talent pool, navigating the intricacies of hiring internationally can present unique challenges. It’s never a problem of them not speaking the lingo. International candidates do speak English. But recruiters are biased in their expectations and often unable to recognize international talent. 

Challenge 1: Deciphering academic credentials

One of the primary challenges when hiring internationally is assessing the value of academic degrees. Unlike domestic candidates whose qualifications may be familiar, interpreting the significance of degrees from foreign institutions can be perplexing. 

Questions arise: Is their degree equivalent to one from a local college? What precisely did their studies entail?

To address this challenge, some candidates offer a translation and apostille of their degrees—if you are unsure about the apostille meaning, this is roughly the same as authentication. 

Additionally, if academic credentials are essential for the role, inquire about specific coursework or projects to gain a clearer understanding of their educational background.

Challenge 2: Ensuring industry relevance

Another crucial aspect of evaluating international candidates is ensuring they possess the necessary industry skills. While certifications from recognized institutions can serve as a reliable benchmark, the absence of common international standards complicates matters.

One solution is to request specific industry certifications relevant to the role. For instance, certifications such as Google Analytics for marketing or Microsoft certifications for IT professionals can provide assurance of skill proficiency. By prioritizing standardized industry certifications, you can more confidently assess a candidate's qualifications.

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Challenge 3: Validating international work experience

Assessing the relevance of an international candidate's work experience presents its own set of challenges. How can you determine if their previous roles have equipped them with the skills necessary for success in your organization?

Consider utilizing scenario-based interviews to evaluate their practical experience. Presenting a realistic business scenario and asking the candidate to outline their approach enables you to gauge the applicability of their international work experience. By focusing on concrete examples, you can better ascertain their problem-solving abilities and adaptability to different business environments.

Challenge 4: Addressing the absence of equivalent certifications

In some cases, international candidates may possess certifications or credentials that lack direct equivalents in your region. This disparity can make it challenging to assess their skill level accurately.

One effective approach is to incorporate skill-based assessments into the interview process. Assessments are also an effective way of removing academic barriers in modern employment. By administering practical assessments tailored to the role's requirements, you can evaluate candidates' skills in a simulated work environment. This hands-on approach provides valuable insights into their capabilities and enables you to assess their proficiency in real-world scenarios.

Navigating the complexities of hiring an international workforce requires careful consideration and a proactive approach. There are challenges when recruiting international talent, but those challenges may be the key to modernizing an outdated process too. 

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