Is Having Too Much Interest Such A Bad Thing?


Gone are the days when a company would advertise a position in the classifieds section of the local newspaper. We now live in a world so interconnected that an employer in New York can sit down in front of a computer screen in their Manhattan office, and conduct an interview over Skype with an applicant living in London. Social media sites like Twitter and Facebook mean that an engineering company from Beijing, or accountancy firm based in Sydney, can alert an entire globe’s worth of talent to any new vacancies. Where companies were previously limited to the classifieds, or the vacancies section of an industry magazine, now, the social media revolution of the last few years, means that job seekers and employers alike, can find their perfect match, whether they are 20 miles or 2000 miles away.

The question must be however, is this a practical way of finding the right applicant? There is no doubt that the volume of candidates increases significantly, making the process of sifting through countless applications a long and laborious one.  Other disadvantages include the bureaucratic spider web of visas and work permits which are often time consuming and costly for both employer and employee.  All of this before the logistical and cultural hurdles that stand in the way are even taken in to account.

However, this investment in time and money can often be just that-an investment.  In an increasingly internationalized world market, more and more businesses are ‘investing’ in multinational skilled workers to reflect and enhance their global reach. The recruiting of immigrant workers and encouraging diversity within the workplace is invaluable. In an environment of increased multiculturalism, innovation and creativity are able to flourish. Companies who consider themselves part of the global market cannot afford to stagnate amongst the single perspective brought by a workforce of the same nationality. Diversity is key to success.

One ‘well worn’ criticism of immigrant workers is the often-misguided view that they have a negative effect on native-born employment figures. In other words: why hire a foreign born worker when there are countless natives capable of doing the same job? The short answer to this is:  there are not. For reasons already discussed, the diversity that a foreign-born worker brings to a business is priceless.  They are a valuable asset to any innovative company, bringing skills and an alternative way of thinking that a native could just not offer.  In fact, far from having a negative impact on native-born employment, a December 2011 study from the American Enterprise Institute found that for every 100 foreign-born workers, employed in science, engineering, technology, and mathematics, in the U.S, an additional 262 jobs for native-born Americans were associated with them[1]; a quite astonishing statistic when considering the contributions they also must make to the local and national economy as consumers in their own right.


So, in the global marketplace, the investment of skilled foreign workers is more of a necessity than anything else.  They are an important part of not only the innovative progress of a single business, but also the continued productivity of wider-society in general. With these employees more and more accessible through social media sites, and on global Job Boards like, the perfect employee could be just around the corner, or on the other-side of the world.

Sean Dunn – Strike-Jobs


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