The International Recruitment Manual

"A study on how to recruit efficiently and effectively in the European Labour Market"
- By: LY Stamet , G.J. M Waasdorp

Extract from the manual:

Why employers recruit internationally ?

  • Because they are an international company : 52%
  • To source specific skills : 41%
  • To fill international roles : 40%
  • Local skills shortages : 24%
  • Local labour shortage : 20%
  • Cheaper staff : 5%

Difference between skills shortages and labour shortage

A shortage in skill makes it difficult to fill positions in some occupational areas, whereas a labour shortage affects the recruitment for practically all positions.

Occupational areas that are particulary difficult to fill

  • Research, Development & Science
  • Engineering & Technical Professions
  • Banking & Financial Services
  • Transport & Logistics
  • IT & Telecommunications

Research, Development & Science

Positions require very specialized, highly skilled workers. Engineering & Technical and IT & Telecommunication positions are also hard to fill, because in many countries the demand for workers with the right qualifications for these positions greatly exceeds the supply.

Checklist for International Recruitment Campaign

  1. Target audience
    Know your target audience: who are they and where can you find them? Define your target audience as specifically as possible.
  2. Language
    Think carefully about the language you use in your campaign. English is the most common language used to attract international workers, but when it is required that a candidate is also fluent in another language (e.g. the local language) it might be useful to run your campaign in that specific language as well. That way you can ensure that the candidates responding meet your language requirements.
  3. Company branding
    Company branding is a very important factor in your campaign. No matter if you are trying to recruit people from abroad or if you are relocating your activities, be aware that most people don’t have a clear image of your organization.
  4. Job-related elements
    Job title - Job description - Qualification description - Application process - Offer - Contact for more info

In international recruitment you should also consider three other aspects:

  1. Recruitment practices concerning the information given in vacancies may differ from those in your own country. Visit career sites in the countries you wan to recruit to find out what a common vacancy should look like.
  2. Offer assistance in the relocation process (for instance: help foreign workers with finding accommodation, finding a school for their children or in acquiring permits, etc.).
  3. Set up an introduction program where they can get familiar with the company, colleagues and surroundings.


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