What’s the value of working in Asia, is the question employers in Asia need to answer with their international recruitment campaign. Building a campaign from strategic sessions and using innovative technology, gives companies the opportunity to attract top foreign talent and grow their brands.
Benefits of Good Leadership and International Connections
Finding quality talent has the potential to increase revenue and open up opportunities for business growth and expansion. One of the key areas of skill shortages for Asia is management professionals. North America and Europe are good places to source for management positions, and hiring would establish a connection to these important markets and industries.
There are many practical reasons for businesses to hire internationally, including to fill skill shortages. Businesses should consider developing international recruitment campaigns and programs, in order to open up the pool of qualified applicants by the millions. The foreign training and expertise, brought with the talent, will help companies understand foreign markets with more depth and ability.
Value of Working in Asia Campaign
There are many attributes Asian companies can highlight, in order to attract and retain quality talent from around the world, especially from North America and Europe. One of the main attractions is the lower-cost of living in Asia, yet, still getting paid as much as before. Another main attraction is the beauty of the landscape and culture, and how different it is to North America and Europe.
Westerners appreciate the beauty of the culture and landscape of Asia, and most would like to travel and spend time there. Many would even be willing to live there if given the right opportunity, even if they weren’t planning on it before.
Those who’re willing to relocate to Asia for work are, generally, younger and single professionals, yet this isn’t to say there aren’t many older professionals ready to semi-retire or change the scenery. The Value of Working in Asia recruitment campaign needs to focus on targeting both groups of potential talent.
Ideas for Campaign Exposure
Essentially, businesses are going to use online tools to develop and manage their international recruitment program. This may entail: making videos, tutorials, dedicated landing page, articles, resource lists, testimonials, radio interviews, ebooks, white papers, career information, clear presentation of salary and benefits, workplace documentary, living arrangement info, local culture, and more.
Using social media channels, the business’s website, and partnered resources, businesses can launch their campaigns and get exposure. The sales funnel would be for qualified applicants to watch the introduction video and place their email information in a contact form. They could either be signing up for a subscription to the media content, and/or to receive more information on how to apply for the positions available.
Keeping the Right Perspective
Starting an international recruitment program takes effort and resources, yet suffering from skill shortages is much more expensive. Why not take advantage of the many professionals willing to relocate to Asia, if the opportunity was presented to them at the right time? The beauty of the landscape, relative political peacefulness, friendly and interesting culture, and low-cost of living – are all excellent reasons for professionals to relocate to Asia.
In the process of establishing an international recruitment program, employers need to keep the right perspective on the: time, effort, and resources used. At first, the process of hiring internationally will be new and in a testing phase, yet with continual improvements, ideally, the program would become streamlined and highly effective.
Summary
Businesses in Asia have to think outside of their own cultural bias and consider how foreign talent may perceive their country and business. Good salaries with low living expenses are always great ways to entice top talent, yet Asia also has the benefit of offering a beautiful, peaceful, and interesting culture and landscape.
Developing a strategy and launching an online international recruitment campaign is a wise move for businesses in Asia. The media content included would highlight the benefits and reality of moving to Asia and working for the company. This idea and vision will inspire and inform targeted professionals and give them an excellent option to consider.
The entire international recruitment process needs to be streamlined and facilitated smoothly, in order to make a good impression on the talent and save resources with efficient on-boarding. Partnering with international recruitment expertise and services, such as The Network, will help businesses develop their campaigns and source qualified talent worldwide. The results will be a continual stream of qualified talent when needed.
The Network Editorial Team