How can I attract international candidates?
The Internet revolution means you now have access to a much wider reach than just the candidates who read your local paper. That, coupled with the single market agreement across the EU, gives you access to an unprecedented number of quality candidates who could help your business grow.
But to run a successful campaign to attract talent from across the globe, you need to know how to market your vacancies to an overseas audience, as well as the technicalities of evaluating and accepting candidates.
The 5 C's are a good starting point:
- Country – Know why your country is an attractive proposition to international candidates. Does it offer a good standard of living? Are the interest and currency exchange rates favourable?
- Culture – Understand your own cultural stereotypes and that of your target group. Will it be an easy transition for them? Is there already a community of people from their country? Are there facilities to allow them to practice religion beliefs?
- Company – As people from overseas are often less likely to have heard of your company, you will need to provide a bit more information about the history of teh business and the products and services you offer.
- Careers – Sell the benefits of the career path they will be taking. Is it a quick rise to the top? Are there a lot of training and development opportunities?
- Colleagues – Let people know what kind of working environment they will be coming to,a nd show examples of others who may have done the same. Portray your business as one that embraces newcomers.
Many international recruitment campaigns have been ruined by advertising a gross salary instead of the net salary. It's important to be clear in what you're offering and to understanding cultural details, differences and preferences.
Getting on the radar
Once you've identified your key targets, you'll need to find ways to get your vacancies in front of them. Take a look at local websites to determine the best and most cost effective places to advertise.
Decide whether you want to go for a ‘catch all' approach and advertsie across 20 different countries on the most popular job boards, or alternatively opt for a couple of countries where you could attract top talent by advertising in specialist media. This all depends on your specific timelines, requirements and budgets.
If you're expecting a high number of responses, it may be worth investing in local temps to pick out the most suitable candidates. This will give you valuable local knowledge when it comes to evaluating qualifications which can differ greatly from country to country.
You may also want to consider how you conduct job interviews. Rather than asking candidates to fly in to see you, you should look to conduct at least the first round of interviews via pjhone or video conference.
Many businesses offer to pay candidate's expenses when asking them to travel long distances for an interview, so the more you can do to cut this expense will give you a better cost per hire when the figures are added up.
Getting them on board
Once your successful candidate has been selected, it's important to make sure their transition is a smooth one. Do what you can to help with visas, work permits, accommodation, bank accounts and arrangemnts for their family:
The focus is attention to detail and covering of all eventualities. It's always worth considering the help of experts in relocation as well as giving the candidate a ‘buddy' to help them become part of the organisation.
Once hired you should use the strong international candidates to attract others. Make them the centre the attraction process for the next group.
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