With over 15 years in Global Recruitment, we understand that the hiring process, whether in-house, hybrid, remote, or offshore, can be quite challenging, especially for those navigating it for the first time. You may face questions about finding talented team members, like: "How to write the best job description?", "How to find top talent globally?", "How do I define the AORs of a role?", "How much do I pay global team members?", "How do I hire compliantly?" and more. That's why we are here to steer you through the process of setting up your global teams and hiring the right talent for your business with Virtual Work World's Master Guide to Hiring Top Talent in 2024.

When bringing new team members on board, it's crucial to ensure they not only possess the necessary skills but also align with your company culture and goals. This focus on making the right hiring choices leads to increased productivity and retention.

It's time to chart a course for success through the exciting realm of global staffing! Our Master Guide is a four-part blog series that delves into the essential steps to identify, budget, recruit, and seamlessly integrate top-tier global talent into your team.

Ready to set sail with Part 1? Let's dive in! ✍🏾

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Part 1: Cast Your Global Recruitment Nets: Scope the Catch!

Step 1: Identify Your Company's Urgent Staffing Needs

Your business is like a ship setting sail, and just as a ship needs a capable crew, your business requires a team that compliments your strengths and tackles your weaknesses. It's crucial to:

1. Be honest about what you enjoy and where your skills shine.
2. Recognize areas where you or your team may not excel or enjoy as much. For example, if you excel at sales but dread accounting, it's time to consider outsourcing those tasks outside your comfort zone.
   
   💡Pro Tip: You can implement our Global HR Custom Framework to identify not just the skill gaps but also the personal preferences and strengths of you and your team members. Conducting 1-on-1 meetings utilizing this framework ensures that each member is aligned with their responsibilities and finds fulfillment in their roles. It also gives you a better understanding of what additional training is needed or what can be added to the AORs for an additional hire. 

Step 2: Make a List of Areas of Responsibility (AORs) for the Hire:‍

Planning the AORs for a new role can be challenging. Don't just use a stock job description for the role; take the time to carefully consider the successful results of the role and try your best to define challenging Key Performance Indicators (KPIs) for the role you're looking to fill.

This step lets you carefully map out the Areas of Responsibility (AORs) needed to meet those KPIs and identify the ideal candidate to navigate your company toward success. Whether it involves social media management metrics, sales development quotas, or lead generation conversions, recognizing your company's distinct needs for success serves as the guiding compass for your hiring decisions. 

At Virtual Work World, we use the 5 W's Framework to think through all aspects of the role's AORs and the candidate persona and how they collectively align with the company's goals towards success.

‍Apply the 5 W's Framework to decipher the role: 

1. What: Identify the specific problem you aim to solve. Ask yourself: "What tasks do I need support with?", "What are the measurements for success in this role?", "What are the OKRs for the department?" - Use the answers to outline the overall role. Whether addressing slow sales or streamlining administrative issues, clarifying the problem is the foundational step. For instance, if addressing slow sales, consider hiring an Outbound Sales Rep. If reconciling your finances is overwhelming, consider bringing on a Bookkeeper. 
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2. Who: Determine the candidate persona you need to hire. Ask yourself: "Who is the ideal individual I'd like to hire?" - Determine the skills and culture fit needed for the role and define the "Who" for the type of candidate persona that would fit the role best. 
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3. Why: Articulate the purpose behind the "What". Ask yourself: "Why is this role important for the company's success?", "Why do I need to make this hire?" - Thinking through the measurable goals can help define KPIs and extract the AORs essential for the role's success. For example: Is the goal to land 10 new clients per month? Then, you may need help to make 50 cold calls per day or generate 1000+ leads monthly. Finding the "Why" is one of the easiest ways to discover your in-depth support needs.
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4. When: Set a hiring deadline. Clearly establish when you want the new hire to start and assume responsibilities.
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5. Where: Assess whether the role can be fulfilled locally, in-house, hybrid, remote or offshore. Take note that many roles can be effectively handled offshore, leading to savings on office expenses and overhead. Assessing the "Where" will also make it easier to narrow down the budget.
   
   💡Pro Tip: You gain access to a much larger talent pool with Global Hiring. It's a strategic move that goes beyond filling positions – it's about securing top-tier talent while optimizing costs for your business. By considering this aspect, you not only streamline the hiring process but also ensure a strategic and cost-effective addition to your team.

Step 3: Pulling Together the Role and the Job Description ‍

With your 5 W's Framework completed, the list of AORs and the candidate persona in hand, you can now pull together the role that aligns with your company's goals. Clearly define the responsibilities, skills, and expertise needed for each position. Think of it as crafting a treasure map – the clearer, the better! For the tailored Job Description, we suggest using five distinctive sections to break down the role and your expectations of the applicants:

1. Where You'll Work

• Company Profile: Provide a comprehensive overview of your company, including its history, mission, and values. Detail your company's industry and share key information about the business operations, size, and any notable achievements. Highlight the company culture to give potential applicants insights into the work environment.
• Role Specification: Clearly articulate the title of the specific role that you need to fill. Mention the working arrangements such as in-house, remote, hybrid, or if the company is open to global applicants.
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2. What You'll Do

• Role Responsibilities: Clearly define Areas of Responsibility (AORs) to avoid ambiguity in job expectations. Break down the day-to-day tasks and responsibilities that the applicant will handle.
• Key Performance Indicators (KPIs): Share your developed KPIs, specify the deliverables expected from the role and how success will be measured.
  
  

3. What You'll Get 

• Compensation and Benefits: Use this section to outline the compensation, benefits and opportunities that the role offers. This section is crucial in attracting and retaining top talent by providing insight into the overall value proposition of the job beyond just the responsibilities.
• Company Perks: Highlight any additional perks that make the company attractive, such as health and wellness programs. Emphasize policies that support a healthy work-life balance, such as flexible working hours, remote work options, or generous vacation days and highlight any performance-based incentives that contribute to a positive and motivating work environment.
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4. What You Have

• Candidate Skills: Clearly outline the educational background, skills, and experience required for the role. Specify any certifications, licenses, or specific qualifications necessary.
• Qualification Requirements: Differentiate between "must-haves" and "nice-to-haves" to help candidates understand the non-negotiable requirements.
• Technology Proficiency: List the tech stack that the company uses, including all platforms and tools.
  
  

5. Who You Are

• Personal Attributes and Values: Describe the qualities and characteristics that you are looking for in a candidate. Emphasize skills such as teamwork, communication, confidentiality, reliability and adaptability. 
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‍By elaborating on each of these sections, you create a comprehensive and transparent job description that attracts suitable candidates and sets clear expectations for all parties involved in the hiring process.

‍And that's it for strategically identifying the role! You've identified your company's needs, thought about the KPIs for success, defined the role tailored to your personal preferences and goals, and pulled together a robust job description that aligns your hiring needs for all prospective applicants. ‍

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‍Having difficulty figuring out the compensation for the role?

‍How much is the annual salary for the role/s? How do you determine if the AORs are equitable to the wage? If it's open to global hiring, how do you determine different budgets for different countries? Don't worry; we're here to help, you can reach out to us directly with any questions or read Part 2 of Virtual Work World's Master Guide to Planning and Hiring Top Talent in 2024: Your Guide to Navigating the Global Salary Scale in 2024.
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Need help identifying strategic roles that add value to your business? ‍

We understand the process can seem overwhelming. Bringing someone new to your team that will bring value and drive success is a big decision requiring extensive planning. If you need help with the process, we've got you covered. At Virtual Work World, we don't just help you set goals; we guide you from strategic planning to compliant hiring to streamlined onboarding. We're here to be your navigators for ambitious 2024 staffing goals. Reach out today, and we'll help you put the ease in hiring overseas.


Stay tuned for more insights, tips, and expert advice on achieving your company's goals in our upcoming blogs. The voyage to success begins with strategic planning and ends with a crew that shares your vision. Bon voyage! 🚀

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