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Today’s globally-focused SaaS landscape poses many challenges and opportunities for innovative firms. When it comes to hiring the best talent, firms here in Europe now have the power to go international in their searches. With the right technology behind them, the possibilities are endless.
Global job markets provide access to unprecedented levels of talent for SaaS companies. For the many software-as-a-service roles that face talent shortages and hefty skill gaps, using the right technology to identify and onboard skilled international workers can make all the difference between growth and stagnation.
Hiring international talent comes with inefficiencies, red tape, and hurdles linked to language barriers, time zones, and compliance. However, emerging technologies like artificial intelligence, machine learning, and even virtual reality are all helping to improve international recruitment.
With the AI in recruitment market expected to grow to a value of $1.05 billion by 2032, recruiters are set to benefit from plenty of innovations stemming from the ongoing technological boom within artificial intelligence.
Bridging the communication gap.
The biggest challenge facing SaaS firms recruiting globally is the scale of the communication gap between teams that don’t possess a common language.
While training new hires to become fluent in English can be time consuming and inefficient, AI can increase efficiency in hiring skilled non-English speakers.
Natural language processing (NLP) is useful in breaking-down communication barriers. This AI-powered technology works in a similar way to chatbots and is capable of interpreting human language on a conversational level to algorithmically analyze candidate responses, job applications, and virtually any other form of written or verbal communication throughout the application process.
Because NLP algorithms can use machine learning to interpret human sentiment, intent, and wider contexts, recruiters can gain a greater understanding of candidate qualifications and job role suitability even if they’re unable to express themselves fluently in English.
Crucially, NLP also has a comprehensive understanding of cultural cues and can interpret the cultural variations in communication depending on each applicant to ensure that their credentials are accurately summarized for recruiters.
This empowers SaaS firms to utilize EOR to tap into far wider talent pools and accurately screen and interview candidates without the drawback of the language barrier.
Generative AI screening.
Screening international talent can be a complex process when comparing and contrasting competencies, experience, and qualifications that aren’t aligned with their domestic counterparts.
Generative AI can revolutionize these inefficiencies with the analysis of resumes and applications based on greater depth and accuracy.
The process identifies the best candidates faster based on pre-determined criteria. This can not only quicken the screening process but also ensure that no overseas talent falls through the cracks when it comes to shortlisting candidates.
Removing unconscious bias.
One of the biggest issues in hiring talent stems from unconscious bias within the recruitment process. Human recruiters risk overlooking strong company fits due to a number of different unconscious factors like their gender, age, ethnicity, and interests.
Artificial intelligence can mitigate this by actively masking information like a candidate’s name, age, and background to ensure that recruiters only judge their prospects on factors like their experience, qualifications, and skills.
In utilizing AI software, SaaS firms can compile international applications and analyze them in a contextual manner. This helps to match their qualities with those of other domestic and international candidates to gain a more holistic view of the most suitable individuals for the job.
Generative job descriptions.
Generative AI can also help create suitable job descriptions that can be adapted to international candidates. This means that no job ads will fall on deaf ears on international boards because they’re poor translations.
The technology also saves significant time for recruiters manually writing and posting job adverts online. Crucially, this can also weaken your exposure to international talent pools due to HR teams cutting corners in creating multiple international job ads.
In one use case, Tuxedo has incorporated machine learning algorithms to analyze the language used in job advertisements to assess why some postings are more successful than others for hiring more diverse groups of candidates.
These insights can aid SaaS firms in reaching the most appropriate candidates for tech roles without having to invest significant time and resources in talent acquisition.
VR for immersive interviews.
The emergence of virtual reality also has the potential to transform the international recruitment process for SaaS firms. By leveraging VR interviews, candidates and employers can engage in a more immersive experience to determine how a prospective hire could fit in with the company culture and to assess their more intangible qualities.
For remote roles, breaking down communication barriers is essential, and virtual reality holds the key to more engagement between remote teams in the future. For SaaS firms, this stronger level of collaboration can be key to securing growth.
Embracing recruitment technology.
Emerging technologies like AI, ML, and VR are all set to play a role in the future of recruitment. For SaaS firms that are dependent on hiring innovative individuals from shallow talent pools, the technology has the potential to directly determine growth rates and long-term sustainability.
By embracing more focused recruitment technology today, SaaS companies have the best chance to fend off competition for talent long into the future.
