Remote work is on the rise. It was becoming popular pre-pandemic, but COVID-19 forced companies to transition to remote and hybrid work models. For the most part, it has been very successful for many types of organizations, including within the sales industry. It also appears that remote work is here to stay for the short- and long-term.
So, with sales remote work becoming more of a norm, should you hire internationally? In the past, location was a big factor when searching for sales talent. The ability to operate remotely has removed this obstacle. You can now hire people from anywhere in the world.
International hiring is a viable option. It can be a big differentiator if you are including it in your sales recruiting strategy and effectively onboard and integrate international talent. But should you cast a wider net? Should you expand your hiring area a little or go all the way?
Here are some important questions to consider before moving forward:
There are a lot of potential benefits to hiring international sales talent:
Hiring an international employee doesn’t come without its challenges. They include:
There are a number of options to consider when hiring international sales talent. The first is how you will hire.
How you choose to classify the employee will impact how they fit into the organization and how you will manage them. It could also affect the type of talent who will have an interest in working for you.
Hiring international sales talent is an interesting opportunity. Assess your company’s position and do some research to see if it makes sense for your sales organization.
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Jace is a sales recruiter with almost a decade of experience building high-performing sales teams in North America, across Europe, Asia, and Australia. He also has plenty of tips to help your sales team increase revenue!