Why global hiring is key to overcoming talent shortages

As talent shortages continue to intensify, businesses around the world are facing mounting pressures to find qualified professionals. ManpowerGroup’s 2024 Talent Shortage Survey reveals that 75% of employers are struggling to fill roles, one of the highest levels recorded since the survey began in 2006.

To stay ahead of the competition, many companies are looking beyond borders. Global hiring has emerged as a strategic resourcing response, unlocking access to broader global talent pools, sustaining operations, and driving better business outcomes. It’s no longer just about filling roles, it’s about building resilient, future-ready teams in an increasingly competitive market. Let’s take a closer look at how global hiring is transforming today’s workforce strategies, and why it’s emerging as a critical solution for long-term growth.

Understanding the talent shortage

Talent shortages are intensifying worldwide. In the United States, 71% of employers report difficulty filling key roles, a figure that reflects a broader global trend. Projections suggest that by 2030, more than 85 million jobs could remain unfilled worldwide due to a lack of qualified talent, resulting in significant lost productivity.

This shortfall is being driven by several interrelated factors. Rapid advances in technology, particularly in areas like AI, cybersecurity, and cloud infrastructure, have significantly increased the demand for high-level skills. Yet education and training systems are struggling to keep pace, leaving businesses without the expertise they need to grow. At the same time, evolving workforce expectations, and wage pressures are contributing to higher attrition and a shrinking talent pipeline.

To navigate this complex landscape, more organisations are adopting global workforce strategies as a long-term workforce solution. Building a dedicated offshore team through outsourcing allows businesses to access skilled professionals who bring the right experience, mindset, and capabilities to support business continuity and growth. This isn’t just about bridging immediate gaps, it’s about creating a more agile, future-ready workforce that can scale with demand and adapt to change.

Why local recruitment is no longer enough

Many global companies are finding it difficult to meet talent needs through local hiring alone. Here are the key challenges driving the shift toward more flexible, global workforce strategies:

1. Limitations in finding niche or high-demand skills

With the pace of technological change accelerating, the need for highly specialised talent has never been greater. Talent shortages are increasingly evident across key areas such as artificial intelligence, data analytics, finance and accounting, support services, and administrative operations in many markets. This shortage can hinder progress and delay key business initiatives, especially when local recruitment falls short.

As businesses struggle to fill roles in critical areas like software development and data management, outsourcing emerges as a practical solution. By tapping into established global talent hubs, like Vietnam – a new hotspot for IT developers, companies gain access to the expertise they need to maintain momentum and scale with confidence. The country’s rapid tech growth and strong developer talent are positioning it as a rising star in the global BPO and IT outsourcing landscape.

2. Increasing competition for the same local talent

The global talent shortage is intensifying, making it increasingly difficult for companies to look for professionals with the right skills. This challenge is particularly acute in sectors like technology, healthcare, finance, and digital marketing. Tight labour markets, reduced immigration, and greater job mobility are driving wage inflation and pushing up employee turnover, making it harder to attract and retain top-tier talent locally.

As these pressures mount, many businesses are beginning to realise that relying solely on domestic hiring is no longer a sustainable long-term strategy. Limited local talent pools and increasing competition for skilled professionals are making traditional recruitment efforts less effective in meeting today’s demands. Rather than battling for limited local talent, companies are turning to global outsourcing to access qualified professionals, with the added benefit of managing costs. With broad and diverse talent networks, outsourcing partners offer a scalable, reliable solution, helping businesses maintain performance and agility without compromising on quality or timelines.

3. Slower hiring processes and higher costs

In today’s competitive talent market, prolonged hiring timelines are a significant challenge. Studies indicate that 26% of candidates abandon the hiring process due to delays, and 70% consider dropping out when faced with extended procedures. Such inefficiencies not only hinder the acquisition of top talent but also inflate recruitment expenses.

The financial implications are substantial. Hiring delays can significantly inflate recruitment expenses, especially when factoring in extended vacancies and the resulting loss in productivity. Additionally, the administrative burden of local hiring, including compliance with labour regulations, benefits administration, and onboarding, adds further complexity and cost.

These challenges underscore the strategic advantage of outsourcing. These challenges underscore the strategic advantage of outsourcing. By partnering with global outsourcing providers, businesses can streamline recruitment processes, access a broader talent pool, and mitigate the high costs associated with slow hiring cycles, such as prolonged vacancies, onboarding delays, and overhead expenses.

How global hiring helps businesses fill the gap

As skill gaps widen and competition for talent intensifies, companies are rethinking their recruitment strategies. Global hiring offers a smarter, more agile way to build strong teams, connecting businesses with qualified professionals across borders, reducing delays, and maintaining momentum. Here’s how it’s making a difference:

• Access to wider talent pools across borders

Global hiring empowers businesses to go beyond geographic limits and tap into a wider, more diverse talent pool, especially valuable when local markets can’t meet demand. Countries like Vietnam are emerging as key talent hubs, offering strong capabilities in areas like software engineering and data science. This extended reach ensures businesses can find the right expertise faster and more cost-effectively.

Hiring globally not only fills talent gaps but also fosters team diversity, bringing together different perspectives that drive creativity and success. With outsourcing partners streamlining recruitment and onboarding, companies can build agile, high-performing teams that align with business goals and stay competitive in a fast-changing market.

• Faster access to specialised skills

Industries like financial services, healthcare, retail and eCommerce, technology or other professional services often face skill shortages that can delay critical initiatives or hinder competitiveness. Global hiring, powered by outsourcing, provides faster access to in-demand skills.

Instead of waiting months to fill roles locally, businesses can tap into deep talent pools abroad, particularly in Asia, where expertise is both abundant and cost-effective. In many cases, companies like Away Digital Teams are able to onboard skilled professionals within just 3–5 weeks. This agility ensures that businesses can launch products, enter new markets, or address operational needs without disruption. By partnering with outsourcing firms, companies benefit from streamlined onboarding, further accelerating the integration of vital talent.

• Potential for round-the-clock operations and support

Global hiring leverages time zone differences to ensure round-the-clock operations, enhancing support and productivity. For example, a customer service team in Vietnam can manage tasks while the U.S. market is sleeping, delivering 24/7 support and enhancing customer satisfaction in an “always-on” global economy.

Outsourcing amplifies this by providing scalable solutions, from virtual assistants to IT support, seamlessly integrated into business operations. This approach boosts efficiency, improves service delivery, and frees up internal teams to focus on growth.

Benefits of global hiring in Vietnam beyond solving shortages

Vietnam is emerging as a leading outsourcing destination, offering more than just relief from talent shortages. Global hiring in Vietnam delivers strategic advantages, helping businesses streamline operations, enhance efficiency, and strengthen their competitive position. Benefits include:

1. Improved cost efficiency and operational flexibility

Vietnam continues to be a top choice for building dedicated offshore teams, not just for its cost advantages, but for the quality of talent it offers. While businesses can reduce operational expenses by up to 30% thanks to competitive labour costs, the real value lies in access to highly-skilled professionals, service quality, and scalability.

As business needs evolve, more companies are prioritising long-term capabilities and growth over short-term savings. Vietnam’s growing talent pool, strong work ethic, and favourable time zones make it an ideal destination for organisations seeking reliable offshore support with the flexibility to scale and innovate.

2. Diverse thinking and innovation

Vietnam is home to a young, digitally fluent population, with a median age of 33.4 years. The country produces around 60,000 IT graduates annually, reflecting a strong emphasis on STEM education. This focus has positioned Vietnam as an emerging force across various sectors, including technology, digital marketing, finance, accounting, and administrative services.

The Vietnamese government actively fosters innovation through initiatives like the National Innovation Centre. This support has attracted significant investments, including global tech giants like Nvidia, which are establishing AI research and data centres in Vietnam. Outsourcing to the country connects businesses with a talent pool that blends local insights with global trends, enhancing product development, operational efficiency, and adaptability.

3. Better risk management through distributed teams

Building distributed teams in Vietnam helps businesses enhance resilience by spreading operational risks across regions. Geographical diversification reduces exposure to local disruptions, while Vietnam’s stable infrastructure ensures continuity. Outsourcing also supports 24/7 operations, with Vietnamese teams working across time zones to accelerate delivery. Combined with strong data security and compliance practices, this model improves responsiveness and safeguards critical functions.

Conclusion

With many international employers grappling with talent shortages, global hiring stands as the future of workforce solutions, transcending borders to build resilient, innovative teams. By tapping into global talent pools, businesses gain cost efficiency, fresh thinking, and operational resilience, helping them to remain agile in a competitive market.

Vietnam exemplifies this potential, delivering affordable, high-quality talent who can help your business optimise budgets and scale dynamically. Vietnam’s young, tech-savvy workforce fuels innovation by blending global trends with local insights. With the right strategic partnerships, global hiring in Vietnam turns talent challenges into opportunities for sustainable growth.

But, building effective offshore teams takes more than just hiring great talent, it requires smart management. Here are 10 lessons on how to manage offshore teams based on our experience.