READ TIME: 4 min 30 sec.

What does it take to become a global enterprise? The cliche answer is blood, sweat, and tears. The reality is that adaptability is crucial.

GS&A is an executive headhunting firm by trade. That is what we do. Yet one of our biggest clients, an international non-profit, does not need headhunting. They hired us to build their membership ranks.

Why did they choose us?

They knew our reputation as a company that adapts. We had the skills, contacts, and desire necessary to find the people they wanted, so we branched out together. As a result, our international abilities hit a growth spurt that turned us into a full-fledged global recruitment company. We now have hands and feet in 15 countries and active recruitment work in ten.

Our founder, Guice Smith, prides himself on our firm’s versatility. “We are the type of firm that adapts to the needs of the client,” he says. “Each search is a totally different search from every other search. You prepare for it differently; you execute it differently. At the same time, clients have other needs that might parallel what we do, and we are able to adapt to help them with those needs.”

“Now, now,” you may say. “We are not trying to become a worldwide enterprise. We are aiming for quality, not quantity.” Here is the thing:

A global mindset is a practical mindset. It is also critical to your success as a company.

If you question this, please read on.


Whether you are a small start-up looking for your best next step or a nationwide company ready to get a foothold onto the international ground, you have something to learn and gain from participating in the global economy. Thanks to the world’s recent virtual overhaul, everyone has access to the opportunity of participating in the global economy.

  1. Global recruiting guarantees you a better shot at finding the best talent.
    • A 2017 study by insight and analytics group The Harris Poll reported that 7 in 10 US companies consider foreign workers critical to the talent pool. In this case, “foreign workers” are not necessarily intercontinental hires, though international offices are a reality for many companies. Multilingualism alone, regardless of the birthplace and location of the speaker. consistently and notably enhances a company’s success rate.
    • Studies repeatedly show the value of a culturally well-rounded staff. Different backgrounds bring fresh perspectives and diverse knowledge of business and industry practices outside the United States; international staffing searches fill skill gaps more easily. All of which enhance your team’s adaptability and versatility, empowering company growth, even if you are “not trying to become a worldwide enterprise.”
  2. Multilingualism brings more than words to the table.
    • Learning and speaking more than one language develops unique neural pathways. Such pathways support advanced multi-tasking and problem-solving skills. The productive and creative flows of multilingual employees possess an intrinsic efficiency rooted in neurological development.
    • Research also shows multilingualism fosters greater creativity, decision-making skills, research and analytical ability, communication and active listening, and team-building aptitude.
  3. Multiculturalism provides a foot in the door to a solid team and industry success.
    • A culturally diverse team tends to create feelings of solidarity and inclusion rather than division. Your team will value the resultant community more because it was built by and for them.
    • A company full of diverse perspectives and lived experience promises a range of approaches to problem-solving, strategy, and ideation, leading to a natural increase in project efficiency and innovation.
  4. International workers provide a wealth of insight.
    • Whether you are opening an office or simply expanding sales internationally, employees or consultants local to the area possess a critical understanding of the culture and domestic industry. For example, Indonesians do not like using the word “no.” Asking “yes or no” questions in the hiring process will not serve a company well. Someone from Indonesia will know what minor cultural discrepancies will make a major difference.


The fact is, all companies should have a global mindset, even if the company is not yet global. You will notice the advantages of international staffing depend entirely on a company’s ability to adapt and change. If you are dipping your toe into the global talent pool, your hiring methods matter. Best practices include the following:

  1. Research
    • Develop and maintain a comprehensive understanding of international legal compliance in all potential recruitment areas. Broken employment laws result in hefty fines.
    • Spend time growing your international network to learn how candidate expectations vary across the globe.
  2. Refine and Standardize
    • Invest in quality, universally accessible software to simplify virtual onboarding.
    • Solidify your virtual hiring process. Know it backward and forward.
    • Simplify your hiring process and keep it consistent for all candidates, regardless of language, location, or country of origin.
    • Build a consistent, culturally responsive, engaging aesthetic and experience into your hiring process.
    • Create templates to ensure terminological and linguistic accuracy regarding brand identity, company culture, and brand statement.
  3. Search and Marketing
    • Write straightforward job descriptions. Do not make candidates have to search for information.
    • If you do not speak the country’s language, use a translator or someone of certified native fluency. Do not use an online translation tool or app.
    • Embrace widespread technological tools like social media in a global way to attract passive and active candidates.

Entering the global fray for the first time can be intimidating and cumbersome. Experienced international recruiters can help. A quality global recruiting company will have the adaptability, versatility, and experience demanded by the worldwide market. Their expertise will help you get started, persist through the process, and sidestep many of the risks you will face on the international job market.

People are the ultimate resource. We do what we do at GS&A because we know that to be true. If you are considering moving into global hiring, you know it too.

As the business world continues to stratify the competition and shift its SOPs and standards, adaptation and diversification are two of the best tools you can use to dominate your market.

Global recruitment is one of the best first steps you can take toward both adaptation and diversification.

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