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Tag: Talent pool

  • 10 Pros (and Cons) of Hiring International Employees in 2023 | Entrepreneur

    10 Pros (and Cons) of Hiring International Employees in 2023 | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    Thanks to the abundance of connective technology, hiring and working with people in remote locations, including employees in other countries, is easier than ever. Hiring international employees can be advantageous for your business, helping you save money while simultaneously broadening your talent pool.

    But is this truly worthwhile in 2023? Let’s take a look.

    Related: The Rise of Self-Employed in the Global Workforce and What Business Owners Need to Know

    The benefits of hiring international employees

    Hiring international employees comes with an array of advantages, including:

    • A wider talent pool. One of the most appealing benefits of hiring people in other countries is getting access to a wider talent pool. There are nearly 400 million people in the United States, but that doesn’t mean much if you have several important job openings and no applicants eager to fill them. Broadening your search internationally could be exactly what you need to find more people and fill those vacancies.
    • Relatively easy traveling logistics. Thanks in part to the Visa Waiver Program (VWP) and ESTA, international travel to the U.S. is easier than ever. Instead of making complicated arrangements and relying on tedious paperwork, your employees may be able to make arrangements to visit the United States for short business trips by filling out electronic applications that only take a few minutes.
    • Remote collaboration potential. Only a few decades ago, working with people in other countries was practically impossible for most businesses. But in 2023, we have access to better collaboration tools than ever. Cloud collaboration platforms, powerful video chat apps and intuitive project management systems make it much easier for employees to engage with each other in real-time, regardless of their geographic location.
    • A road to labor savings. Here in the U.S., we’re used to people having a median salary of around $50,000. And if you want a maverick with tons of experience, you’ll pay a lot more than that. But labor simply isn’t this expensive elsewhere in the world. Hiring talent where the cost of living is lower means employers benefit from lower labor costs.
    • Cultural touchpoints for expansion. If you’re interested in expanding your business to new markets overseas, hiring employees in those countries could give you cultural touchpoints. These hires can help you better understand your target countries and develop strategies for efficient, successful expansion.
    • Diversity and problem-solving capabilities. There’s also an advantage to having a diverse staff of people working together. Studies have found that diverse teams are better at decision-making and problem-solving because they tend to focus more on facts.

    Related: The Benefits and Risks of Launching New Products in New Markets

    The downsides of hiring international employees

    There are some important downsides to acknowledge, however.

    • Registration and compliance. From a legal perspective, hiring and maintaining employees internationally can be a bit messy. You may be subject to laws and regulations imposed by foreign nations, which can increase compliance costs and cause legal headaches. At the very least, you should hire a lawyer to help you navigate these complexities, which can ebb away at the labor cost savings you’d otherwise enjoy.
    • Wage increases and employer demand. Hiring people in certain countries used to be absurdly inexpensive, but wages are beginning to increase on an international scale. This is great from an international economic perspective, as the quality of life is increasing for billions of people. However, because more employers are seeking international employees and employment demand is rising, employees are demanding higher wages and more benefits.
    • Communication barriers. English is the most popular language in the world, with 1.3 billion speakers in 2023. You shouldn’t have trouble finding employees who can speak English competently, but there may still be some communication barriers if these speakers are inexperienced or if they aren’t able to grasp the nuances of native speakers. Translation services and intermediaries may be able to help, but this is still a barrier you’ll need to account for.
    • Cultural differences. Finally, keep in mind that cultural differences can make an impact on your business. Employees in other countries may have different philosophies about work. They may prefer working in a totally different time zone. They may have different holidays. They may approach conflict resolution in totally different ways. It’s a good idea to immerse yourself in their culture so you can understand where they’re coming from if you want a healthy working relationship.

    Should your business hire international employees in 2023? In some ways, the prospect is more attractive than ever, with fewer communication and travel barriers and more options in terms of both available countries and talented workers. But the decision isn’t exactly straightforward. Make sure you fully understand the laws and regulations associated with hiring foreign employees in your destination country and weigh all the pros and cons before moving forward.

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    Anna Johansson

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  • The Developer Shortage Crisis Could Devastate The Tech Workforce. Here’s Why. | Entrepreneur

    The Developer Shortage Crisis Could Devastate The Tech Workforce. Here’s Why. | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    If you work in technology, you’ve likely seen the headlines bemoaning the ongoing developer shortage. Demand for skilled developers has increased steadily over the last few years, but the supply has failed to keep up. The International Data Corporation (IDC) has predicted a global shortfall of four million developers by 2025. If we don’t act now, the global talent shortage could result in approximately $8.5 trillion in unrealized annual revenues by 2030.

    So what can we do about it?

    Recently, I attended the SXSW festival in Austin and led a panel with industry leaders from Salesforce, Morgan Stanley and Estée Lauder to address this question. Throughout the conversation, it became clear that our solutions must go beyond establishing a more robust job fair at the top universities. To tackle the developer shortage, the entire industry must undergo a paradigm shift, prioritizing diversity, education and policy to realize change and secure the future of all tech-enabled businesses. ChatGPT will only take us so far.

    Tap into new pools of talent

    Tech has primarily pulled candidates from the same finite talent pool for decades. The problem is that this pool does not reflect the diversity of the world around us. 62% of all tech workers are white, and 75% are male. Relying on this extremely limited and homogenous source of talent has put the industry in a bind. Companies are unable to fill open positions, yet, there are large groups of people who have been shut out of the industry. What would the developer shortage look like if we enlarged our talent pools to better include women, people of color, global workers, people with disabilities and formerly incarcerated people?

    We cannot continue returning to the same empty pot and expect gold to suddenly appear. We cannot expect to find 4 million new developers by 2025 from the same pool.

    As leaders, we need to consider groups we may have dismissed due to old biases and ask ourselves, “How can we tap into new pools of talent?”

    Related: 4 Reasons Low-Code Tools Will Never Replace Software Developers

    Utilize non-traditional methods

    Fostering a new generation of developers means organizations must implement non-traditional methods to identify and attract talent.

    First, look at your job descriptions — are they accessible to those with unconventional backgrounds? Do away with degree requirements and develop job descriptions that focus less on credentials and more on the skills necessary to succeed in the role. Furthermore, train hiring managers and recruiters to untangle their biases and identify transferable skills in a candidate’s application.

    Skills can be taught, but passion and creativity are much harder to come by. One can typically upskill an employee in weeks or months, but changing someone’s behavior will take years at best. Don’t allow erroneous requirements like a four-year degree to get in the way of hiring someone who could bring a vital perspective to your team.

    We should also consider how we can adapt our workflows to drive inclusion and belonging. For example, the prevalence of remote work has opened up many opportunities for those living with a physical disability. Pre-pandemic, many workplaces wouldn’t consider an applicant if they couldn’t come to the office. Moving forward, we must educate ourselves on other areas of our work that might be unwittingly exclusionary and adapt accordingly so all have the chance to contribute. It takes leadership and teams a lot of learning to properly include everyone.

    Related: How Software Developer Freelancers are Filling the Skill Gap

    Nurture the talent pool

    If we only look for talent when we need them, we will likely default to old biases and hire the first developer that checks all our boxes. The onus is on organizations to actively build and nurture an expanded talent pool through education, training and support.

    Organizations must invest in STEM education outside the traditional and expensive four-year degree. What can we be doing as companies to expand access to tech education and accreditation? At Salesforce, they partner with schools to provide access to computers and coding classes to bring tech to students early in their learning journey. There are also programs like Microsoft’s Accelerate, which provides free courses and resources to underserved communities to equip them with the necessary skills to participate in the tech sector.

    Still, education alone is not enough. My company recently partnered with a non-profit and a higher education institution in Brazil to help underserved communities access tech jobs. Although these students had completed their computer science degree — while holding a full-time job in another area —many still didn’t feel confident applying for a job in tech or even creating a Linkedin profile. We quickly realized it was essential to build a bridge from the hard skills learned in class to the soft skills they need to get a job, including networking, interviewing and seeking out opportunities. Gaining the credential is one thing, but if a person doesn’t know how to use it in the job market, they won’t get far.

    During the question portion of the panel, a student and young entrepreneur asked how companies can incentivize and publicize developer boot camps for young people. He suggested focusing on community-centered approaches — going into underserved communities and providing educational resources. We shouldn’t expect people to come to us, we have to make the effort to reach out to them.

    It’s on us to create holistic solutions along every step of the pipeline, providing the necessary structure, support, and emotional safety for marginalized groups to confidently apply for tech jobs.

    Related: Why Low-Code Platforms Are the Developer Shortage Solution People Aren’t Talking About

    Act as an ecosystem

    There’s a visibility gap, not a talent gap in the developer industry. Finding non-traditional and creative approaches to identify and evaluate talent is how we can help our companies see the talent they may think is lacking.

    We must find solutions that help foster and develop talent from its earliest stages and connect more into initiatives with nonprofit organizations working with underserved communities to create solutions that work for them and with them.

    Most importantly, we will all fail if we compete to develop talent. The challenge at hand requires us to scale and to scale properly. We must work together to build an ecosystem with partners across industries — even those we may consider competitors.

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    Leonardo Mattiazzi

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