The world has got a lot smaller. The other side of the planet is now just an email or a Skype call away. That’s great news for companies, as they can now choose from a much larger pool of talent than ever before, and as we all know, great employees make great businesses.
However, while technological advances and huge increases in international mobility have certainly changed a lot in the last few decades, there are still some old problems that haven’t changed much at all. Let’s take a closer look at why employees leave, and what you can do about it while you headhunt the best and brightest from around the world.
Why Employees Leave
Hiring international talent for your company is a risky business. Yes, international employees may inject new skills and experience into your business, and yes, they may do wonders for sales, productivity or innovation, but they can just as easily cause trouble in your organization, so let’s take a look at some of the scenarios that may play out if you hire globally without conducting due diligence and global screening:
- Friction between employees and their superiors is the number one reason why employees leave their jobs. You need to be sure that your new hires will get on with management, or if they’re going to be management, that they are the kind of leader you need for the position.
- Great employees leave because they’re bored and unchallenged. Whether you hire locally or internationally, you need to be absolutely sure that your candidates are clear on what the role entails, and what it doesn’t.
- Lack of opportunity drives employees away. Which can be tricky, because while you need ambitious people, you need them to be patient too.
- Autonomy and independence are critical to employees, but you can only allow so much independence in certain industries. How do your prospects react to rules? Are they team players or free spirits? Local and international checks can give you insight into their track record, and help you ask the right questions.
It’s actually surprising, but money rarely ever makes the top five or even the top 10 reasons why employees leave, and they’re more likely to move on to follow their spouse to a new job than because of money. That’s provided none of the other reasons above are an issue.
How Screening Helps Employee Retention
Whether it’s global employee screening for the hot new talent you just must have in your company, or screening local employees, getting all the facts before you hire can help reduce staff turnover and increase employee retention, simple because it gives you a clearer picture of who you are dealing with.
If an employee was fired for breaking the rules in their old company, and you have a rigid corporate structure, then there’s a good chance there will be a clash. If they’ve been arrested for protesting for environmental causes, and you run an organization that processes fossil fuels, then they may not be the best fit.
The truth is that while you can’t predict and prevent every bad hiring decision, you can definitely improve your odds, and thorough, professional screening and vetting is the single best way to prevent the cost and misery that a bad hire can bring. Don’t make an offer without it