Hiring Systems for Global Talent With Benjamin Moróne

Benjamin Moróne is the Founder of Zabota, a recruitment agency for European and Latin American English-speaking talent. He is also the Founder of VA Tasks, which outsources tasks to virtual assistants. Before founding Zabota and VA Tasks, Benjamin was one of the first employees at a rapidly growing tech startup.

Here’s a glimpse of what you’ll learn:

[2:11] Recurring challenges with the global workforce and how to collaborate with global talent
[5:12] The benefits of working with a worldwide talent base
[7:42] Hiring systems for global candidates
[10:34] How to evaluate and train candidates

In this episode:

With global and remote businesses becoming standard, hiring overseas talent allows entrepreneurs to complete tasks and scale their businesses at accelerated rates. Yet, differing time zones, frequent internet outages, and communication and cultural differences can make working with global talent a challenge. How can you collaborate with these individuals effectively to build a thriving workforce?

Talent specialist Benjamin Moróne eliminates potential knowledge and communication barriers with global workforces by developing systemized playbooks and documenting processes. This streamlines the onboarding and training process, allowing entrepreneurs to focus on business growth. Before hiring global candidates, you must assess the role’s KPIs and align them with larger organizational goals and culture requirements.

In this week’s episode of Systems Simplified, Adi Klevit talks to Benjamin Moróne, the Founder of Zabota, about creating a hiring process for global workforces. Benjamin shares how to attract international candidates to your organization, how to collaborate effectively with global talent, and the benefits of working with overseas individuals.

Resources mentioned in this episode:

Adi Klevit on LinkedIn
Business Success Consulting Group
Benjamin Moróne on LinkedIn | YouTube | X
Zabota

Quotable Moments:

"The number one challenge, I think, is communication; you just need to have fail-safes to protect that."
"Building a playbook or a systemized onboarding process can help identify gaps and fill those in with information."
"By going overseas and looking globally, they have the opportunity to bring in new perspectives and knowledge."
"You need to appeal to them and say, 'Hey, this is why you should come work at my company.'"
"You wouldn't want to give them the most complex task upfront; you want to grandfather them in with different tasks."

Action Steps:

Enhance communication tools and strategies: Establish reliable communication tools and backup plans to ensure seamless connectivity, especially in a global workforce where time zones and internet reliability can pose challenges.
Develop comprehensive onboarding processes: Create detailed playbooks and systemized onboarding processes to bridge any knowledge or cultural gaps with global employees.
Leverage global talent for diverse perspectives: Actively seek and integrate talent from various regions to bring fresh ideas and diverse operational techniques.
Utilize case studies in recruitment: Incorporate case studies into the interview process to evaluate candidates' problem-solving abilities.
Set clear KPIs and evaluation metrics: Define specific key performance indicators and evaluation metrics for various roles to ensure alignment with company goals.

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