Recruiting Employees Internationally
Obstacles faced by SMEs in recruiting employees in international market
Introduction
Selecting and recruiting an employee is always an important goal for an organization because hiring an effective and efficient person makes a beneficent addition to the company. As the world is getting more global, organization are spreading their business in international market. And when an organization enters a new market its first goal becomes to select a team that knows the culture of the market well. Big companies might not face issues in recruiting but SME’s can face recruiting problems.
This essay discusses that selecting and recruiting employees from other culture can be a tough job for SME’s. Small and medium organizations face many problems like lack of cultural knowledge, financial constraints, lack of contacts, cultural differences, legal issues, geographical distance, shortage of top recruiters, law and order, and technological advancement while they enter an international market first time for recruiting an employee.
For avoiding such obstacles the organization have to learn about the culture of the market they are entering and they have to learn about the financial, economical climates of the market along with the law and order condition of the market.
Recruitment in international markets
Recruitment and selection process is an important process that undergoes different stages. The main goal of every organization is to hire an employee can be an asset to the organization and can work effectively and efficiently for the company. Similarly when an organization enters an international market there are many important points that have to be kept in mind and many obstacles are faced that have to be sorted out professionally.
SME’s recruitment in international market first venture
According to Shapira, Ressoner and Barke, 1995, when a high level business enters a market there are fewer chances for the organization to face obstacles, this is because the
Introduction
Selecting and recruiting an employee is always an important goal for an organization because hiring an effective and efficient person makes a beneficent addition to the company. As the world is getting more global, organization are spreading their business in international market. And when an organization enters a new market its first goal becomes to select a team that knows the culture of the market well. Big companies might not face issues in recruiting but SME’s can face recruiting problems.
This essay discusses that selecting and recruiting employees from other culture can be a tough job for SME’s. Small and medium organizations face many problems like lack of cultural knowledge, financial constraints, lack of contacts, cultural differences, legal issues, geographical distance, shortage of top recruiters, law and order, and technological advancement while they enter an international market first time for recruiting an employee.
For avoiding such obstacles the organization have to learn about the culture of the market they are entering and they have to learn about the financial, economical climates of the market along with the law and order condition of the market.
Recruitment in international markets
Recruitment and selection process is an important process that undergoes different stages. The main goal of every organization is to hire an employee can be an asset to the organization and can work effectively and efficiently for the company. Similarly when an organization enters an international market there are many important points that have to be kept in mind and many obstacles are faced that have to be sorted out professionally.
SME’s recruitment in international market first venture
According to Shapira, Ressoner and Barke, 1995, when a high level business enters a market there are fewer chances for the organization to face obstacles, this is because the
References: Alice Z Zinyemba, 2014. The Challenges of Recruitment and Selection of Employees in Zimbabwean Companies, Vol 4. OECD (1996), SMEs: Employment, Innovation and Growth – The Washington Workshop, Paris. Shapira, P., D. Roessner and R. Barke (1995), “New Public Infrastructures for Small Firms: Industrial Modernization in the USA”, in Entrepreneurship and Regional Development, pp. 63-85. Josh Hall, 2011. Small business recruitment – hiring your first employee.