Dive Brief:

• Companies must become more internationally diverse in recruitment to deal with growing talent shortages, says Chris Roberts, director of human resources at WeiserMazars LLP, an accounting, tax and advisory services firm on Long Island, NY, who writes for Recruiting Trends.
• The advantages of being more culturally diverse in recruitment are many. Roberts advises that in order to stay relevant to consumers in a global market, having a diverse workforce supports this goal. This includes attracting new customers and the development of new services and products. 
• Roberts adds that a more internationally diverse workforce enables companies to compete in the global market more effectively. International teams understand how to do business with people in other cultures and they serve as a bridge between different countries. Having an internationally diverse workforce also helps solve problems with more insight and reduces the risk of not understanding local customs and laws. 

Dive Insight:

Hiring for diversity takes on new meaning when viewing recruitment on a global scale. Taking it one step further, recruiting for international diversity comes with many perks. Companies that are able to confidently expand into other nations without investing in expatriate training by hiring those who already live there are one step ahead of the competition. That alone makes it worthwhile because knowledge and experience of new cultures can naturally be passed on by those who are already part of the regional customs.

Perhaps the most important take-away from this article is that companies need to embrace diversity on a global scale. Forming diversity resource groups made up of employees from various ethnicities and other countries can help. Additionally, hiring a more internationally diverse team can help any business overcome any perceived obstacles, including language and cultural differences.