Guide for global employers: Recruitment and selection

Authors: Matthew Howse and Sarah Ash, Morgan, Lewis & Bockius, LLP

Summary

• To create a competitive business in another country, the organisation will need to recruit a workforce with the relevant skills, so it should take into account the availability of workers when making a decision about where to locate the overseas business. (See Workforce availability)
• When a global enterprise is attracting candidates for a vacancy in another country, it should comply with that country's discrimination laws and ensure that it follows best practice with regard to the methods it uses to source candidates and the reward package offered to employees. (See Attracting talent)
• Global employers should consider their approach to job applications, including whether or not to create a standard application form. They should decide how they will coordinate receipt of application forms, particularly where applications are likely to be received from candidates from around the globe. (See Job applications)
• Interviewing for roles in an overseas part of the business is likely to raise challenges, including how the interview will be conducted where interviewers and candidates live in different countries, and how to ensure that interviewers comply with relevant laws and are sensitive to different cultures. (See Selection)
• Employers should observe the law of the country in which they employ individuals, to ensure that job offers and contracts of employment are binding. They should also take account of local expectations regarding terms and conditions of employment. (See Job offers)