Picture this: You're about to interview a brilliant developer from Singapore, while your HR manager joins from Toronto, and your tech lead connects from Berlin. A scenario that would have seemed far-fetched just a few years ago is now a daily reality for companies interviewing international talent.
Sure, you've probably conquered the basics of video interviews by now — perfect lighting, stable internet, and that carefully curated bookshelf virtual background. But when assessing talent across continents, there's so much more at play.
How do you gauge a potential international candidate's enthusiasm when a firm handshake in person isn't possible? What happens when different cultures have varying approaches to professional communication? And how do you keep your hiring process compliant with laws you don't even know exist?
Key takeaways:
- The international interview process requires comprehensive preparation across multiple dimensions: technical infrastructure, cultural awareness, and legal compliance.
- To assess international candidates fairly, create structured evaluation criteria and leverage appropriate tools.
- Build rapport with international talent by keeping an open mind and adapting to differences in cultural communication styles to improve the candidate experience.
Planning to Navigate the Challenges of International Interviews
Interviewing international talent requires more planning than a typical remote job interview.
Here are some key factors to consider in your international interview strategy:
Time Zones and Scheduling
Scheduling interviews on dates and times that work for your global candidates and your team can be a logistical nightmare, spanning multiple time zones.
Use calendar scheduling tools like Calendly to find time slots that work for everyone involved. Consider offering additional flexibility by scheduling interviews outside of typical business hours, if necessary, like Amit Raj, CEO of The Links Guy, does.
"We are a fully remote company, and we have team members from different parts of the world, including India, South Africa, and even areas of eastern Europe," says Raj. "Our business operates in the UTC timezone for day-to-day work, but I step out of this during interviews. Being based in Scotland, I take the initiative to schedule interviews at a time that is mutually convenient for both of us."
Technology Requirements
Successful virtual interviews hinge on the reliability of your technology.
Unsure what tools to use? Here are a few recommendations to get you started:
- Video conferencing software: Zoom, Teams, Google Meet
- AI transcription tools: Otter.ai, Fireflies.ai, tl;dv
- Translation tools: Wordly, DeepL
Have your team members test your video conferencing software, their audio and mic setup, and any other tools you may use before any scheduled interviews.
Make sure to email clear instructions on how to join the interview, as well as the correct meeting link, to your international candidates so that they experience as little friction as possible on their end.
Finally, have a backup plan in case of any technical difficulties. For example, be prepared to call international talent via their local phone number if the video conferencing tool fails.
For Chris Bajda, hiring manager at Groovy Groomsmen, their tech stack helps keep their interviews with international candidates on track.
"Zoom's breakout rooms and recording features are especially helpful for panel interviews or for reviewing candidate responses later," says Bajda. "To accommodate candidates with bandwidth or connectivity issues, we offer audio-only options and asynchronous interview tools like HireVue, where candidates can record responses at their convenience."
Legal Considerations
Interviewing international candidates may also involve compliance with local laws.
Certain countries restrict the types of questions you can ask in an interview. For instance, in the U.S., it's illegal to ask interviewees about any personal characteristics that could lead to discrimination, e.g., age, gender, and health.
Data privacy laws may impact how you store and handle resumes and candidate information. For example, the General Data Protection Regulation (GDPR) requires employers to obtain consent and have a legitimate reason to collect data from candidates in the EU.
Building Your Interview Panel
Decide in advance who will be involved in the interview process. Clarify each panelist's role in the decision-making process, such as who will assess the candidate for job-specific skills and who will evaluate them for cultural fit.
Using an applicant tracking system (ATS) can help your hiring team stay organized throughout your talent acquisition process. An ATS allows you to:
- Track candidates through each stage of the hiring process.
- Store interview notes and feedback.
- Make data-driven hiring decisions that reduce bias.
Understanding Cultural Differences in Communication Styles
Perhaps the most challenging aspect of conducting international interviews is navigating cultural differences while assessing job seekers for company culture fit. What's considered professional and appropriate can vary significantly across regions. Consider:
- Accent: International candidates may often speak English with an accent, but this doesn't necessarily mean they lack the language proficiency to do their job well.
- Eye contact: While direct eye contact is often expected in many business settings, it may be considered disrespectful in certain cultures, such as in Asia. A candidate looking away from the camera could be trying to be respectful, not disengaged.
- Silence: In some cultures, silence denotes that the listener is thinking carefully about what you said, not a sign of rudeness.
- Slang: Avoid using idioms or slang that might not translate well. Instead, focus on clear, straightforward communication that minimizes the potential for misunderstanding.
Educate your hiring team so they don't unfairly discriminate against or penalize international candidates because their cultural norms differ.
Evaluating Language Proficiency and Time Zone Compatibility
When interviewing global talent, you should assess a candidate's language proficiency with nuance. Evaluate whether a candidate has the language skills to effectively communicate with team members and fulfill their role's responsibilities. While English often serves as the lingua franca of international business, your business may operate in a different language.
Additionally, the required proficiency level for a role may vary. A backend developer or graphic designer doesn't necessarily need to be fluent in English as long as their technical skills and outputs align with the role's requirements.
Consider conducting a hard-skills evaluation to assess their competencies more effectively. That's what the hiring team at Swapped.com does, according to Thomas Franklin, CEO & Founder.
"We use Miro to model real-time collaboration," says Franklin. "I've also noticed that if I offer candidates an interactive exercise during the interview (think brainstorming or sketching out a quick project), it allows them to demonstrate their problem-solving style in a remote team environment. It's allowed us to gauge hard skills through non-Q&A and has increased our hiring accuracy by 20%."
Time zone compatibility may be another consideration factor. Discuss any expectations you may have for a candidate to adhere to the company's core working hours and potential overlap with their team members' schedules. Ask them how comfortable they are with asynchronous communication and whether or not they are willing to adjust their working hours for important meetings occasionally.
Building Rapport Across Borders: Tips for Effective Communication
Authentically connecting with international candidates despite physical distance requires intentional effort. Here are some ways you can communicate more effectively with international talent:
- Check with candidates pre-interview to see if they require special accommodations, i.e., access to an interpreter or receiving the list of interview questions beforehand.
- Show genuine interest in each candidate's background and experience, including what value they would bring to the role and your company as an international hire.
- Practice active listening and demonstrate cultural sensitivity, avoiding making assumptions or stereotyping a candidate based on their background.
- Allow for slightly longer pauses in conversation to account for potential language processing time.
Adapting Questions to Assess Remote Work Experience
When interviewing global talent for remote positions, include questions that specifically evaluate their remote work capabilities, such as:
- "How do you communicate effectively with colleagues in different time zones?"
- "What strategies do you use to manage work-life boundaries in a remote work environment?"
- "Can you describe your experience with asynchronous communication and collaboration?"
- "How do you stay productive and focused when working remotely?"
Look for answers demonstrating self-motivation, strong communication skills, and the ability to work independently while staying connected with a global team.
Ensuring Compliance with International Hiring Regulations
International recruitment comes with complex legal considerations that vary by country. Non-compliance can result in significant penalties and fines. Key areas to consider during the hiring process include:
- Data privacy regulations
- Anti-discrimination laws
- Work authorization requirements
- Local labor laws affecting the hiring process
Working with an Employer of Record (EOR) can simplify the process. An EOR helps companies navigate these global hiring complexities while ensuring compliance with local regulations.
Employ Global Talent with RemoFirst
There are so many moving parts to consider when employing international workers. Compliance shouldn't be one of them.
RemoFirst enables companies to compliantly employ, manage, and pay employees in over 180 countries, offering comprehensive services including:
- Compliant employment contracts and onboarding
- Global payroll management
- Benefits administration
- Human resources support and compliance guidance
- Risk mitigation and legal expertise
Successful international recruitment requires careful preparation, cultural sensitivity, and the right support systems. By following these best practices and partnering with an experienced EOR like RemoFirst, you can create an effective, compliant hiring process while attracting and evaluating top talent.
Schedule a demo to learn how RemoFirst can support your global workforce strategy and help you build the international team you envision.
