Global and Local IT Recruitment – 5 Popular Myths

As the popularity of global recruitment continuously increases, many employers remain stubborn about the importance of employees’ geographical location. And it just doesn’t make sense. We now live in a world of technology (and the IT business owners should be the first to realize that), where recruiters have access to more data than ever before and therefore have no need for geographical boundaries. 

In this article, we’ll highlight 5 widespread myths about global and local recruitment that gave rise to bias.

1. It is problematic to recruit globally

Because everything is done through the internet, worldwide recruiting and local recruitment are practically identical. Nobody is placing job vacancies in local newspapers anymore! Recruiters these days post advertisements on job boards and social media to find people so that anyone with an internet connection can see them and apply if the position isn’t tied up to a certain location.

Interviews can now be scheduled remotely and be held virtually, using various communication platforms like Google Meet, Microsoft Teams, etc. With trustworthy tools at hand, it’s easy to communicate not only with candidates but current employees too. So, the global recruitment isn’t that much harder than the local one, is it?

2. It is difficult to manage globally distributed teams

Employers are deeply concerned about remote team management difficulties. What if the task is put on hold unnecessarily? What if the worker leaves, just like that? 

With the use of team collaboration tools, managing geographically dispersed teams is becoming simpler day by day. As mentioned above, modern communication platforms allow for quick and smooth communication between employees and their supervisors. There are also other tools that simplify task management in a variety of ways, which reduce the time needed to complete certain tasks drastically. As for employee turnover, statistics show that the situations like this happen less frequently in businesses that allow remote work than in the ones that don’t. Because who doesn’t like the flexibility the remote work provides? Our thoughts exactly.

3. Global recruitment requires relocation

And relocation equals additional costs. It may be the true statement for other spheres, like healthcare, but we are talking about the IT-sphere here. People working in software development don’t need to be present in the office, they are perfectly fine with working remotely. The only two things candidates need for being hired are internet access and a laptop. Someone is bound to provide their computer for work anyway, so the employer doesn’t have to worry about that either.

4. Local recruitment is cheaper

The logic behind this is that the lower the worker’s salary is, the less the costs get. This may be true for some positions, like entry-level jobs and manual labor, but it isn’t applicable to everything.

Plus, one more reason this myth appeared is that people often mix up two terms – outstaffing and outsourcing. Both of them mean getting work done from third-party companies, but they are different hiring models. Therefore, companies have a choice here and pick the one that suits them better in terms of price and result.

One more point in favor of global recruitment is that, for example, IT specialists from Eastern Europe, like Ukraine, are much cheaper to hire for projects than the ones from the USA and Western Europe. However, they definitely do not concede professionalism.

5. Local recruitment is more effective

This statement is absolutely false. If we take a look at how many different types of software development jobs are available on job boards, it’s easy to see that there are plenty of global opportunities as well as local ones. 

Some believe that local recruitment is more effective because local candidates are more experienced. It is an obvious bias; let’s not forget the countries’ diversity. The fact is true if you live in a country with a vast IT talent pool, like Ukraine, Poland, or China. If your country specializes in another field (in healthcare or agriculture, for example), it is obvious that local candidates will not have the knowledge and experience as outsourced or outstaffed ones. Moreover, the deficiency of talents, which 68% of recruiters called their biggest problem, may be solved by global recruiting. 

Global recruitment for you

Now that we have dispelled these myths, you can see that the facts speak for themselves. Global recruitment is the new future. StaffingPartner is one of the best recruitment agencies in Ukraine, staffing local businesses and major companies across the globe. We offer global recruitment services for IT specialists on both short-term and long-term contracts. Our team has broad expertise in staffing companies from leading countries, like the USA, Germany, Netherlands, Sweden, and others. Contact us now!

Read also: HR and Recruiter – What’s the Difference?