5 tips for global manufacturing recruitment and hiring
Safeguard Global
Your global HR partner in 170+ countries. Our on-the-ground support makes it easy to hire and pay your global workforce.
The manufacturing industry fuels the global economy. Whether building technology systems, automotive products or apparel, manufacturing companies often need to hire reliable workforces in multiple countries?to drive business growth. But hiring internationally also helps manufacturing companies expand operations to maintain a successful contingency plan in the event of natural disasters or unforeseen circumstances (like a pandemic).
However, with?talent shortages?around the world, it's more important than ever to develop an effective recruiting and hiring strategy. Finding qualified candidates takes time and resources that could hinder productivity and negatively impact your profitability. Leverage our five tips for global manufacturing recruitment and hiring to ensure business continuity and success.
1. Understand a country’s compensation and benefits
Every country has different standards for compensation. Some pay and benefits are mandated under a country's employment law, but that usually only covers the minimum requirements. If you're trying to compete for top talent to build your manufacturing workforce, you'll need to offer attractive compensation plans.
If we look at?India?as an example, many workers expect to receive transportation inclusions or higher education opportunities. Although not required by law, it is culturally normal for a business to offer this as a way to entice qualified candidates.
For?European countries, you'll need to be aware of all the benefits that workers are entitled to under the law. Understand the employment classifications of your workers and what you must provide as an employer. This includes things like vacation time,?maternity leave, healthcare and more.
Wherever you decide to hire for your manufacturing company, you'll need to know how to bring in the best candidates. With laws constantly evolving, it's important to work with in-country experts to offer the best compensation packages to your candidates.
2. Create positive candidate experiences
Talent acquisition requires companies to put their best foot forward. When career sites or job postings just aren't bringing in the right candidates, the recruiting process targets the right people for the right jobs. The key is to provide a great experience from the very first interaction.
Having a positive brand reputation and good employee reviews will also help manufacturing companies during the recruitment process. Building a healthy company culture makes your business an attractive destination before a recruiter ever reaches out.
As you provide consistent and comprehensive interactions with candidates, you create positive experiences. But effective communication doesn't stop with recruitment. If you move forward with a candidate, make sure you have a strong onboarding process and plan for retention. Be prepared to answer HR questions about payroll, expenses, time off and benefits.
Developing a strong culture will also create opportunities to develop employee referral programs. Oftentimes the best recruiters for your business are the people that are currently working for you.
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3. Streamline administrative tasks
Even before you onboard and hire a new employee, your team should be prepared to handle all the administrative tasks involved with hiring internationally. Here are a few questions to ask yourself as you prepare to recruit in a new country:
If you're operating in multiple countries with different vendors, this creates inconsistencies in the worker experience. Job seekers will easily notice if these administrative functions are fragmented and it could cost you those candidates.
One way to streamline the administrative tasks is by partnering with a global workforce solutions provider that helps you support all worker types, such as?independent contractors, outsourced through an?employer of record?(EOR), or direct hires. A workforce partner like Safeguard Global takes on the administrative burden—and the risk—of hiring internationally, offers a comprehensive platform for managing workers, and supports workers locally with in-country HR and payroll teams.
4. Don't settle for less than you deserve
It can be discouraging and frustrating when you struggle to fill job openings. Many companies settle and hire candidates with a skills gap, which often leads to high turnover and disrupted operations.
Whether you need specialized sales roles, technical expertise, project management skills, or deep industry connections, it helps to turn to recruiters who specialize in finding talent in international markets. Not only can they help you find the perfect fit, they know all the ins and outs of the?top manufacturing countries?to help attract top-tier talent quickly.
5. Partner with in-country experts
Many companies that keep global recruitment in-house think they are saving money. Unfortunately, without the expertise or experience, their efforts often result in high turnover and lower quality candidates. In some instances, it even results in compliance violations, which can result in penalties and fines.
Partnering with a?global recruitment services?solution can help save you time and money in the long term because they have local teams of HR experts who know the laws and regulations to help you mitigate risk.
Is your manufacturing company looking to fill specialized roles in another country??Speak with a global solutions advisor today?to learn more about streamlining your recruiting and hiring efforts so you can focus on operational efficiency and strategic growth.