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One Size Doesn’t Fit All: 6 Approaches to Successful International Recruitment

The saying that one size fits all doesn’t always apply. Specifically, one size does not fit all when it comes to international recruitment. In today’s global staffing scene, it’s important to select an online platform that provides multiple approaches to filling your overseas job positions. Here are six recruitment approaches that successfully tailor your search so that you’ll find the best candidates for your organization’s international jobs.

  • Focus on the candidate’s background and cultural fit: When you’re recruiting internationally, acquire candidate data from your online recruitment platform and analyze it carefully. See how candidate profiles match up to the local culture and the target work environment. The candidate’s education, work and travel experience, and exposure to and/or proficiency in different languages are all preliminary indicators as to whether he or she has the flexibility required to live and work in a given position. From there, using current web 2.0 technologies and the various media channels available, start a conversation to determine whether the individual is adept in handling problematic cultural and linguistic exchanges that occur in the target workplace.

 

  • Use E-mail targeting: Besides matching the profile of candidates on paper, use E-mail to broaden (or narrow) the search. Your online recruitment platform should seamlessly integrate the cv database with the E-mail system. You’ll save a lot of time in your search by E-mailing those preliminary candidates that look like they’ll be a good cultural and functional fit.

 

  • Utilise both global and local market connections: Your recruitment platform should connect you with a network of well-established hiring experts that are already in place within the specific regions of the country where you need to fill a position. In fact, This Workforce.com article by Sarah Fister Gale demonstrates the importance of relying upon local expertise abroad when she quotes Nicole Guiet, the talent acquisitions director of a Colorado-based firm. Guiet states that “local experts are the best tool in this fight to improve global talent-acquisition strategies.”

 

  • Utilize a network that has integrated online translation and other localization processes: Your online network’s platform technologies must be culturally adaptive to each country and region where you’re seeking to fill positions. In other words, the network’s website must show distinctive signs of localization: The cv database and job listings should be seamlessly translated into the local language, and content should be adapted to fit the regional culture. In addition, your recruitment platform needs to offer a translation solution with a low, fixed price for all languages.

 

  • Take advantage of your platform’s technology: Your platform should have a variety of recruitment technologies and web 2.0 options available. Local associates or partners should post listings to their job boards in your target regions within 48-72 hours at the latest. Those listings should remain up for at least 28 days at a time. Also, you should be able to customize your job board layout from the platform so that it reflects your corporate identity.

 

  • Look for a platform that consolidates your recruitment process: Lastly, look for a platform that connects you with a single account manager who speaks your language and has an intimate knowledge of the target culture and region. That account manager handles your account for you, and acts as a liaison between you and all the people and paperwork involved in selecting the best candidate for the position you’re seeking to fill. Everything should be consolidated: All your solutions are integrated into a single contract, you receive a single invoice, and business across the continents is carried out in one currency and one language.