How Small Businesses Can Compete for Global Talent
- Jon Purizhansky
- Jun 24
- 3 min read
Strategies for Attracting and Retaining Immigrant Workers in an International Labor Landscape
As global mobility reshapes the workforce, small businesses across Europe and beyond are confronting a shared challenge: how to attract international talent in a competitive hiring environment dominated by multinational corporations. While large enterprises often have the resources to offer relocation packages, in-house legal teams, and advanced recruitment tech, smaller companies are learning to compete by rethinking inclusivity, accessibility, and long-term value for skilled migrant workers.
Global Mobility and the Evolving Labor Landscape
With skilled worker shortages becoming more evident across sectors, from healthcare and logistics to hospitality and software development, employers are increasingly turning to international hiring as a solution. In the EU alone, forecasts suggest a shortfall of over 6 million workers by 2030 unless foreign recruitment and retention improve.
While larger firms have led cross-border hiring for decades, small and medium-sized enterprises (SMEs) now represent 99% of businesses in the EU and employ roughly two-thirds of the labor force. However, only a small percentage of these companies actively recruit from abroad due to perceived barriers including cost, legal complexity, and cultural uncertainty.
“Small businesses have often assumed that global hiring is something reserved for enterprise-level companies,” explains Jon Purizhansky, CEO of Joblio, a digital platform designed to facilitate ethical and efficient cross-border recruitment. “That mindset is shifting. With the right tools and support, small businesses can access global talent and build more resilient teams.”
What Makes Hiring Inclusive?
Inclusive hiring means reducing unnecessary barriers while creating opportunities for individuals regardless of their nationality, legal status, language ability, or previous work environment. For immigrant workers, this approach is often essential.
An inclusive hiring strategy for international workers typically includes:
Language-flexible job descriptions.
Transparent and simplified application processes.
Pre-arrival orientation.
Remote onboarding options.
Visa and legal support, often via third-party providers.
A welcoming, culturally sensitive workplace environment.
Research by the International Labour Organization (ILO) highlights that employers who offer inclusive processes see stronger retention and engagement rates from immigrant workers — by up to 30% higher compared to companies that offer little to no onboarding assistance.
The Role of Digital Tools.
Technology is helping level the playing field. Platforms like Joblio are bridging the gap between global job seekers and smaller employers by matching talent to openings based on verified credentials.
“Digital infrastructure is a game-changer,” says Jon Purizhansky. “When small companies use platforms that handle legal compliance, skills verification, and logistics, they save time and money while ensuring ethical recruitment. It gives them the same reach and reliability previously limited to global conglomerates.”
By using platforms designed with fairness and clarity in mind, businesses reduce risks associated with recruitment fraud, language misunderstandings, and mismatched expectations.
Making the Business Case for Inclusive Hiring.
While ethical concerns are often discussed in relation to immigration, there’s also a strong business argument. Companies that diversify their workforce often gain advantages in market reach, creativity, and adaptability.
In a survey conducted in 2024 by the European Business Forum, 67% of SMEs that employed foreign-born workers reported stronger innovation outcomes and customer satisfaction, compared to 43% of SMEs with no international staff.
Jon Purizhansky highlights, “Inclusion should not be seen as an expense. It is a multiplier. When immigrant workers are given the tools to succeed, they strengthen business ecosystems especially for small enterprises who thrive on adaptability and human connection.”
Actionable Steps for Small Businesses
Leverage Technology: Use platforms like Joblio or local equivalents to streamline recruitment, compliance, and onboarding.
Build Local Partnerships: Collaborate with NGOs, language schools, and immigrant support services to develop welcoming pathways.
Provide Transparency: Clearly outline job expectations, wages, and housing conditions in advance. Workers with realistic expectations are far more likely to remain long-term.
Offer Cultural Training: Both for incoming employees and current staff to foster a mutually respectful work environment.
Measure Success: Use retention data, employee feedback, and productivity benchmarks to assess how inclusive hiring is affecting the company’s performance.
As migration trends continue and demand for labor intensifies, SMEs will need to build inclusive models to grow. Immigration is becoming a long-term feature of the labor market.
Jon Purizhansky concludes, “Small businesses have a unique opportunity. They offer flexibility, human connection, and meaningful work environments. Things that global workers value deeply. With the right support, they can thrive in the global recruitment space.”
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