Even for well-established companies, expanding internationally via recruiting may be a thrilling and nerve-wracking adventure, depending on the goals of the company. Global talent acquisition may be streamlined by the study of cultural subtleties, the use of efficient technological solutions, and the adoption of best practices.

G-P is a frontrunner in the international employment sector, and our extensive experience has given us the expertise to advise expanding businesses on their international recruitment efforts.

These are 10 global talent trends to keep in mind if your firm is planning foreign hires in 2023.

1. Recruiting on a global scale as opposed to locally

In 2023, businesses will maintain their strategic emphasis on acquiring foreign talent and forming geographically distributed teams in order to diversify and respond to the ever-evolving demands of the market.

As the trend toward remote work increases this year, businesses will have an easier time recruiting and retaining top people from all over the world. Employers will be able to find qualified people from outside their immediate area to fill positions that demand unique expertise.

Workforce development in burgeoning centers of talent

In 2023, businesses will pay greater attention to dynamic centers of talent. This year and beyond, recruiters may find highly competent personnel in countries that may have been neglected in the past.

According to a poll by ManpowerGroup, 75% of businesses rate difficulty in finding suitable workers as one of their top difficulties. Due to a lack of qualified candidates in their immediate area, several businesses are now actively recruiting internationally. Gaining an advantage over the competition is possible through tapping into new centers of talent.

Countries like Uruguay and Poland, for instance, have a lot to offer computer firms in search of highly skilled workers.

While skill shortages will have a significant impact on certain mature sectors, others will thrive. Talent surpluses and substantial economic development are predicted over the next decade in India, Indonesia, Colombia, and South Africa by Oxford Economics. So, businesses should look to developing economies to fill their demand for qualified labor.

3. Qualifications flexibility

Talented people in certain developing countries may lack the field expertise your organization is accustomed to, despite notable increases in national education levels. If you're just looking for people with a master's degree and no experience, you could be limiting your access to talented people all over the world.

So, 2023 will be the year when "soft skills" become a priority. You shouldn't decrease your standards, but go outside the box when determining who to hire. As a result, problem-solving abilities, critical thinking, communication, and emotional intelligence will be given more weight by recruiters in their search for the ideal applicant.

Fourth, we must put a premium on upgrading and retraining

Soft skills are important, but companies should also promote and assist workers in developing their technical and professional abilities. The necessity of organizational flexibility has been highlighted by the rapid pace of change in today's global economy, the proliferation of digital technologies, and the difficulties posed by recent pandemics.

There has been a 15% rise in the number of companies investing in upskilling and reskilling programs to create a future-ready workforce over the last couple of years. You need people that are ready and able to develop creative skills in order to effectively overcome new problems and adapt to shifting trends.

Promptly encourage inclusiveness and diversity 5.

Companies with a high level of diversity see a 2.5 times increase in cash flow per worker. In 2023, diversity and inclusion will still play a major role in determining hiring practices throughout the world. Finding strategies to combine your local and multinational teams may be necessary to accomplish this.

Businesses with a worldwide presence already know the value of a culturally and racially diverse workforce, as employees from varied backgrounds and experiences may bring fresh ideas to the table. There are several ways in which a diverse team may be strengthened, and one of the most important is via cultural variety.

Pay attention to workforce planning.

Tactics need to develop and shift in response to new circumstances. The strategy used in 2022 may not be optimal. Managers of human resources will have to pay more attention to workforce planning and use data-driven methods like artificial intelligence and predictive analytics to staff businesses effectively.

The necessity of anticipating future needs in terms of positions, skill sets, and market trends is something that all talent acquirers need to be aware of. In order to anticipate and meet future demands, businesses might benefit from careful workforce planning.

7 Using the Internet and electronic means of communication and cooperation

Most remote workers say that communicating and collaborating with their colleagues is the most difficult part of their job. In 2023, worldwide HR trends will center on virtual communication solutions for both remote and in-office personnel.

Not only will companies use video conferencing software to conduct interviews with potential new hires, but also to keep remote teams and departments in regular contact.

Eighth, spend money on hiring tech

The utilization of recruiting technologies will remain an important factor in 2023 employment practices throughout the world. The majority of human resources (HR) decision-makers, recruiters, and talent professionals (59%) want to boost funding for innovative recruiting tools in the near future.

With applicant tracking tools, businesses may streamline their processes for recruiting workers across borders (ATS). With the help of an applicant tracking system (ATS), you may reduce the number of resumes that need to be reviewed by hand by filtering them based on keywords and other criteria.

There will be a rise in the usage of chatbots powered by artificial intelligence by recruiters in the next year. The incorporation of a chatbot into the application process may benefit both your business and the applicants you get.

9 Enhanced visibility of the company as an employer

Attracting and keeping talented people from all around the world will be a major challenge for businesses in 2023. The purpose of an employer brand is to paint a picture for prospective employees of what life is like at your firm.

In 2023, businesses are expected to expand their employee value proposition (EVP) beyond a list of perks to include a broader set of values, support, and recognition.

Ten. Associations with international suppliers of employment-related digital platforms

Smaller and medium-sized businesses no longer have to settle for thinking locally while larger corporations strive for global growth. The use of foreign recruitment websites is on the rise among businesses of all sizes.

Whenever you decide to set up shop, a global employment platform provider will have the necessary entity infrastructure set up to guarantee that you are in full compliance with local laws and taxes. This saves businesses a ton of resources, providing you more time and energy to recruit stellar new team members in the year 2023.
Use G-P to create a global workforce.

Keep in mind that G-P can aid your expansion into new areas quickly and efficiently - without the need to establish a separate business or a subsidiary - when you think about the worldwide talent trends for 2023. Our goal is to eliminate obstacles to international trade and expand economic possibilities for people everywhere. Our #1 SaaS-based Global Employment PlatformTM brings together ambitious enterprises and top-tier candidates from across the world.