The 5 Biggest Mistakes in International Hiring (and How to Avoid Them)

There's a mix of law, culture, and several expectations intertwined for both the job seeker and the employer.

How then does a company get ready, throwing in the mix of regulations and adjusting to culture?

We've compiled 5 common mistakes companies make and the best ways to avoid them when it comes to international hiring.

Key Takeaways

• Understanding local labor laws can prevent legal and financial risks.

• Cultural fit matters as much as technical skill in global hiring.

• Rushing to fill roles often leads to poor retention.

• Strong onboarding programs improve engagement and loyalty.

• Working with local partners or EORs saves time and reduces compliance risks.

1. Not paying attention to local employment laws.

Just as every country has its own set of governing rules for its citizens, it extends to employment as well, regardless of where the home company is located.

Employment issues and the law surrounding them may be the same everywhere, but how they're approached or dealt with differs from region to region. For instance, in the USA, employment is usually "at will", meaning either party has the freedom to end the relationship as long as it's in line with the laws and regulations.

However, for places in Europe such as Germany and France, employees and employers are actually required to provide valid reasons for termination or resignation, and failing to comply can lead to government fines and even lawsuits.

Some countries (like Brazil and a couple of African countries) also expect the employer to pay a 13th-month salary after the employee meets the benefit requirements.

Ignoring these can be a very costly mistake for companies. That is why it is always advisable to first partner with a local payroll expert or an employer of record to properly go through and understand these compliances before settling down

It is also the responsibility of the company to review the local employment laws before creating contracts and benefits packages, ensuring they keep documentation consistent but very adaptable to the employee's country's requirements.

2. Not taking into consideration local cultures and communication differences.

In some African countries, using the left hand to receive an item or as a gesture to an individual is considered rude or disrespectful. For some Asian countries, employees may prefer not to openly disagree on certain issues to maintain harmony. Whereas most people in the US and Europe are very direct and blunt.

Weekends can also vary from region to region. Some countries observe Saturdays and Sundays as rest and social activities days, whilst Muslim countries start the weekdays from Sundays to Thursdays.

All of these things must be taken into consideration when expanding to another region. As a company, you must provide some cultural training for the managers and team members, both in the local country and for employees from outside that region. You must also include cross-cultural awareness in the company's onboarding materials. This helps with having open communication and serves as a guide to clarifying expectations early.

Explore more: [IT Recruitment in Europe: Simple Ways to Find and Keep Great Tech Talent]

3. Going ahead with the hiring process without considering fit

To most companies, expansion means speed. Quickly get a location, quickly get the roles, and quickly fill them. While it is important to hire fast, taking very rushed decisions most often leads to a mismatched expectation, which eventually leads to one of the greatest fears: a high turnover.

A quick research from LinkedIn's data shows that the available time to get top-quality candidates is usually between 10 days and, in some instances, more. But when you skip vital interviews in the name of "we need this done quickly," you stand at a risk of hiring poor fits. To avoid this, companies can create well-structured but not too laborious and exhausting interviews, and, very importantly, define the exact must-have skills and qualities before posting the job

Further reading: [How the Right IT Staffing Partner Can Transform Your Hiring Strategy in 2025]

4. Overlooking the need for proper onboarding

One of the sad realities with most companies is that hiring ends after the offer is signed. No, hiring continues all the way to the end of the onboarding process.

To have a smooth and proper onboarding process, you need to localize the standard onboarding process from your home country so that it falls in line with their culture and style of communication. You can also provide mentors in the same region or time zone to assist the new hires. Including video introductions as well as internal company chat platforms helps to build connections.

5. Failing to partner with local experts

Inasmuch as the home company may have its policies, benefits, compliances, rules, and regulations. Local experts may have better insight (which is also not always entirely true) into salary expectations and local labor rules.

When you partner with local recruitment agencies or EOR providers, you get to build strong ongoing partnerships for market insights and candidates.

Conclusion: Building Strong Global Teams

Companies need to be very careful and thoughtful when it comes to hiring internationally. You need to understand and respect the local laws, the cultural differences and put in a lot of intentionality with onboarding and partnerships to avoid these common hiring mistakes. The goal is to grow successfully and not necessarily grow fast, especially when it comes to international hiring,

Frequently Asked Questions (FAQs)

1. What are the biggest international hiring mistakes?
The most common mistakes include ignoring local laws, neglecting cultural differences, rushing hiring decisions, skipping onboarding, and failing to work with local partners.

2. How can small businesses manage international hiring?
Small businesses can use an Employer of Record (EOR) to handle payroll, compliance, and contracts in multiple countries.

3. Why do cultural differences matter in hiring?
Cultural differences impact teamwork, communication, and motivation. Recognizing them leads to better collaboration and retention.

4. What’s the best way to onboard global employees?
Standardize onboarding but adapt it for each region. Include mentors and regular check-ins to build trust and engagement.

5. How can companies reduce international hiring risks?
Use local legal advice, work with trusted recruitment partners, and regularly review compliance practices.

Sources

1. Mercer – International remote working and virtual assignments: Cultural and inclusion issues mobilityexchange.mercer.com

2. Atlas HXM – Compliance Challenges of International Expansion – Global HR Study Highlights Compliance as Key Barrier to International Expansion atlashxm.com

3. Mercer – Culture risk in M&A (M&A Readiness Research™)
   https://www.mercer.com/en-us/insights/people-strategy/mergers-and-acquisitions/culture-risk-in-m-and-a/