Today, more than 50% of Europe’s top talent in R&D and innovation is made of international candidates and team members. Due in part to Europe’s skill shortage in STEM fields, and its attractiveness to international talent, many companies are recruiting from abroad, and working more and more with international talent. Here are some things to keep in mind when recruiting internationally, and building successful multi-national R&D teams.

How to Recruit International Candidates in R&D, Life Sciences, and Innovation

If you’ve been struggling to fill critical roles in R&D and innovation for life sciences, you may consider sourcing candidates from outside of Europe. International job sites and networking platforms have made it easier than ever for companies to connect with qualified international candidates. When expanding your talent search outside of your borders, here are important factors to consider. 

Migrant Labor Rules and Practices

Most countries have complex regulations around sponsoring migrant labor, and it is important to review these rules carefully. Companies are typically required to have completed an exhaustive candidate search domestically, meet certain expectations about the job and salary offerings, and complete a lengthy process before they can hire international candidates. Companies need to learn and understand this process long before hiring a specific candidate. 

Competitive Offer

Remember that the most skilled candidates in innovative industries have job opportunities all over the world. Although their local currency or living standards may seem lower, it is still critical to create a competitive offer. In addition to evaluating the job, the company, and the career trajectory, international candidates will also be evaluating the country politically and economically, the housing and lifestyle offer, and the visa opportunities and restrictions. 

Relocation and Duration

For certain projects and roles, it may make sense to offer a time-limited contract, where an international candidate stays in company housing and focuses on the job. However, many candidates will be moving to your job site and location, and this may mean packing and moving their possessions and their family over long distances. To undertake something so disruptive and expensive, the candidate will need assurance that they are being offered a long-term opportunity, with a path to both career advancement and permanent residency in the new country. 

Family and Personal Life

If a candidate intends to relocate with a spouse or other family members, the terms of their migrant visa must allow it. In addition to settling in to a new job, they may be trying to integrate their children into the school system, understand the healthcare system, solve problems related to housing repairs, installation, modification, and they may be doing all this in a second or third language. It is important to consider the whole life and wellbeing of international hires, because if the individual is bored and lonely, or if their family is unhappy, they are strongly motivated to leave after a short while. 

How to Support Successful International Teams

Building successful international teams in the workplace requires intentional effort, clear communication, and an inclusive culture that celebrates diversity. Here are some key strategies to foster a productive and harmonious international team:

  • Embrace cultural differences. One of the greatest strengths of international teams is the diversity of perspectives. Encourage team members to share their cultural backgrounds, traditions, and values. This builds mutual understanding and strengthens bonds. Hosting cultural awareness sessions or celebrating global events can foster a positive and inclusive atmosphere.
  • Learn effective communication. Communication styles can vary greatly across cultures, so it’s essential to establish clear guidelines. Use simple and direct language in written and verbal communication to avoid misunderstandings. Encourage active listening and regularly check for understanding, especially when collaborating across different time zones. Utilize tools like instant messaging, video calls, and project management software to keep everyone connected.
  • Build trust. Trust is the foundation of any successful team, especially in a global context. Make time for regular check-ins with team members, both as a group and individually. Share clear goals and expectations while giving everyone the chance to contribute their ideas and skills. Recognize achievements and foster a supportive, collaborative environment.
  • Encourage collaboration. Foster an environment where team members from different backgrounds can learn from each other. Encourage knowledge sharing and cross-cultural collaboration through group projects, workshops, and team-building activities.

By valuing diversity, promoting open communication, and creating a culture of respect and collaboration, international teams can thrive and deliver excellent results. 

If you’re ready to expand your R&D talent search to new frontiers, contact the experts at Grapefrute. We can help you understand and prepare for the challenges and opportunities of recruiting international talent, and developing a more innovative workforce.