We live in a world of imperfection and some sort of injustice. This statement is more applicable to third world countries. By the time some countries do everything possible to establish processes and reach a new level, other countries only stymie themselves. Let me explain how this works.
Strategies for Successful International Recruitment
In the global job market, companies are increasingly looking for candidates with diverse backgrounds and skill sets, which often involve transcending their local boundaries. Experienced recruiters know that a well-developed strategy is indispensable here. This can be one or more areas, from effectively searching for candidates in different countries to overcoming legal and cultural difficulties.
Organizations use various methods and approaches to attract and recruit the best people worldwide in their international recruitment efforts, but some of the most effective are the following:
Global Employer Brand
Building a solid and compelling employer brand helps to demonstrate company culture, values, benefits, and opportunities that resonate with a diverse audience. Your main goal is to create a positive and compelling image of the organization as an attractive place to work for candidates from all over the world.
To do this, develop consistent branding across all communication channels, leverage employee feedback, highlight global projects, and demonstrate a commitment to diversity and inclusion. First, create an Employer Value Proposition (EVP) that highlights the unique benefits and opportunities it offers employees. To maintain a consistent brand image, ensure that branding elements such as logos, colors, and tone of voice are consistent across all communication channels, which includes the corporate website, social media platforms, and recruitment activities.
Cover the stories of employees from different regions who have succeeded in the organization. Remember various digital platforms like LinkedIn, Glassdoor, and industry job boards to promote your global employer brand. The company should actively engage with potential candidates through virtual networking events, webinars, and online discussions.
Networking and Referrals
Building a solid network and using referrals can lead to high-quality candidates recommended by trusted sources. The main goal is to use personal connections and references to identify high-quality candidates. To do this, you must build strong relationships with current employees and industry professionals, reward employee referrals, and create an incentive program for them.
This strategy requires creating a structured employee referral program encouraging employees to refer candidates from their networks. Employees receive rewards or bonuses for successful referrals that lead to hiring. This program encourages employees to become brand advocates and actively promote jobs.
Remember to maintain an active presence on professional social media platforms like LinkedIn. The company shares informative content, follows industry trends, and engages in discussions to expand its digital network.
Use CRM software to manage your network and keep track of potential candidates. The CRM system allows the HR team to categorize and maintain a database of relationships established through network events and employee recommendations.
Cultural Sensitivity and Language Issues
Cultural and language issues are among the most essential strategies during international recruitment. Strive to create a welcoming environment for candidates from different cultures, ensure respectful communication, and remove language barriers.
To effectively implement this strategy, start by training your HR department in cultural skills. This training will familiarize them with different cultural norms, values, and communication styles to avoid unintentional bias and create a respectful environment. Interviewers may receive special training in conducting cross-cultural interviews, enabling them to ask questions delicately and interpret answers accurately.
Translate job listings into relevant languages to reach a broader range of candidates for international recruitment. This is especially important when the company focuses on specific regions.
The key aspect is to evaluate candidates not only based on technical skills but also based on their cultural fit to the company. This assessment ensures that candidates are aligned with the company's values and can contribute positively to its multicultural environment.
Applicants moving from abroad can be provided with comprehensive support, including visa assistance, accommodations, and cultural acclimatization. A company can also create Employee Resource Groups (ERGs) to provide a platform for employees with diverse cultural backgrounds to network, share experiences, and offer support to new hires.
Streamlined Interview Process
Some companies can take advantage of this type of strategy by providing a seamless and efficient interview experience for candidates across multiple time zones, using video conferencing tools for remote interviews and flexible scheduling options.
Realize that applying for a job in another country can be both exciting and challenging. To make this process easier, optimize it, for example:
1. Online application:
The candidate starts by applying through the online portal.
2. Initial screening:
Human Resources reviews the candidate's application to ensure it meets the requirements of the position. If selected, they will receive an email inviting them to a short video interview.
3. Technical assessment (if applicable):
For technical positions, you may be asked to complete a short technical assessment for the candidate to demonstrate their skills.
4. Virtual interview:
Schedule a virtual interview with a member of your team.
5. Control checks:
Once the candidate has successfully passed the interview and assessments, provide them with further instructions and feedback.
7. Proposal stage
8. Adaptation and integration:
Develop an onboarding program designed to help the candidate seamlessly integrate into your culture, become familiar with your processes, and provide them with the necessary tools.
How to make international recruiting successful
Recommendations from the recruiter of the Lagoteam - Anna Volyk
“Imagine you want to expand your company on an international level. This is an exciting adventure, but it requires a well-thought-out strategy. Here are several steps to make your international recruiting successful:
1. Immerse yourself in the local culture:
Don’t think that an approach that worked at home will work everywhere. Every country has its nuances in job expectations and business culture. Research what values are essential for local candidates, and if possible, adapt your recruiting strategy to consider these differences and demonstrate that your company appreciates and understands the cultural specifics of different regions.
2. A flexible approach to interviewing:
Be sure to consider possible differences in time zones. Considering this, we can demonstrate flexibility and adaptability to fit the candidate’s convenient time. Moreover, due to geographical separation, interviewing can be a challenge. But this is not a problem since technology comes to the rescue: meetings via video communication will shorten the distance and help conduct interviews with candidates from different parts of the world, establishing a personal connection.
And most importantly, a successful international recruiting strategy requires flexibility, adaptation, and attention to detail.”
Navigating the global talent pool for successful international recruitment requires a strategic approach, cultural sensitivity, and a commitment to excellence. By harnessing the power of global employer branding, networking, cultural awareness, streamlined interviews, and technology, organizations can attract and retain top talent worldwide.
If you're looking to take your recruitment efforts to the next level and tap into a global pool of exceptional talent, consider exploring the services offered by Lagoteam.