A solution to the skills shortage
Several countries, such as Australia, New Zealand, and Canada, recently updated their skills shortage lists, which means that plenty of jobs are currently available in various fields. Information and communication technology (ICT), engineering, business services, finance, healthcare, construction, etc., are the main sectors facing a labour shortage. Although these countries have chosen to keep their borders closed until the global situation improves, they are aware that the required expertise is not available locally. So they are reopening gradually to highly qualified foreign professionals with skills that can bring added value to local businesses. While it's still possible to recruit and train locals, that would mean a considerable cost and amount of time.
A motivated and productive workforce
In general, people move abroad for better career prospects and higher wages. They usually stand out by their degrees and the skills they have acquired through internships abroad or professional missions or training. These are often candidates who can distinguish themselves through their previous experience and their motivation to bring added value to the company that wishes to hire them. Flexibility, and being able to take initiatives, organise and adapt, are other qualities that define foreign professionals. What could be better for a company that wishes to export its activities?
Increased competitiveness
You are probably aware that finding a job abroad isn't an easy task. As mentioned above, foreign applicants must are expected to have the expertise that is not available locally. This obviously means that they will be entitled to benefits like higher wages, allowances, accommodation and schooling for those moving with their family. While this comes with a cost, it can be a significant benefit for companies looking to thrive internationally. For example, Saudi Arabia recently amended its laws to retain foreign professionals when their job contracts expire. With this law, that comes into force in March 2021, expats will be able to stay in the country, to change employers and transfer their visa more easily, without having to leave the country. Thus, local businesses won't have to start a lengthy recruitment process to meet their workforce needs. Employers can therefore poach foreign employees from other companies, with both parties' consent, without having to advertise the job vacancies. Foreign professionals, therefore, have to prove their worth, even if it means surpassing themselves in their field of expertise.
Multilingual employees
International recruitment is particularly beneficial both for global companies and those looking to expand overseas. Expat workers usually have a good command of one or more foreign languages in addition to their host country's language. This can facilitate internal and external communication as well as company operations, especially when negotiating with foreign companies or organisations. Having multilingual expat workers is also an asset for companies seeking to improve their customer relations and find new opportunities. Besides, with their expanded vocabularies and interpersonal skills, multilingual foreign employees can serve as a mentor to locals.
An inclusive professional environment
When expats join a new company abroad, they bring their suitcases and cultural knowledge acquired in their home country or elsewhere. This can be a real asset for companies that already have international relationships or wish to develop them. With their knowledge of foreign cultures and lifestyles, expats can adapt more quickly to an unfamiliar environment. While adapting to their new surroundings, they can also share their knowledge and cultural experiences with their colleagues and superiors. Very often, expats have a better understanding of their employer's culture, standards, values and business practices than the locals. This can facilitate intercultural exchanges, especially for companies that are seeking international exposure.
More credibility
Recruiting foreign professionals means choosing quality over quantity. Why would a company hire three people and train them to perform three different tasks instead of having an expat who already has all the required expertise? In the long term, foreign employees can help train locals if necessary, so it can turn out as a wise investment. Also, for a company that wants to innovate, a foreign candidate may be the ideal person as they give a fresh look at the company's activities and business practices and come up with new ideas and solutions to challenges. Besides, during negotiations, many global companies and organisations prefer to deal with employees who have international experience. This can help improve your company's image and the impression it gives and open the doors to a larger and more dynamic market.
