Where do you go fishing for talent?
5 tips for getting started with international recruiting.
Unusual names, geographical distances, language differences and educational variations narrow down the pool of applicants presented as suitable candidates in many companies. Many companies that like to see themselves as cutting-edge within their industries with an eye for greatness are average (or even below) when it comes to diversifying their workforce and recruiting internationally.
The benefits of expanding your pool of applicants beyond national borders are obvious: In order to boost innovation and expand to new markets, you need to bring people together that can develop your company. Research shows us that diversity within a team improves results.
But how do you raise yourself to greatness within international recruitment? Well, it all starts with a plan.
1: Make a job analysis. You will need to include more than the tasks you need solved; try to include the competences you’ll need, the personality that completes your team, which level of experience is needed, what your budget is for this position. Then ask yourself if this task necessarily needs to carried out by a person of the same nationality as you? Or could you somehow benefit from an international expert? What would your customers say? How would the market react if you brought in a pair of eyes looking at your industry with a different mind-set?
2: Spread the word. Find a vendor that can write a punchy job ad in English and has the channels to publish it internationally. Within Europe the EURES organization can help you, but there are also many great private companies, who can help you on the way. And don’t forget social media! Ask your employees to share the job ad with their international networks. And remember your own networks as well.
3: Prepare! Prepare yourself. Take a good look at your own behavioral preferences. Are you really accessible for your employees? Are you open to alternative suggestions? Can you handle opinions different from your own? Do you give room for trial-and-error? International specialists may bring new ideas along – be prepared to handle these challenges.
Prepare your company. Is English your company language? Can your new employee navigate in your systems and company culture without speaking the local language? Find a buddy for your new employee. Someone who has time for questions and can help the new colleague onboard.
Prepare your processes. What is needed to bring in an international employee? Use a consultant with experience, who can help you. Global Mobility is an HR discipline where complexity is high and rules change frequently, so for many companies it doesn’t pay off to maintain internal know-how – the benefit is higher when you hire external expertise.
4: Structure your search. When you start receiving applications, don’t discard resumes that look different from what you are used to. Check skills and competencies. If a person looks interesting, but you don’t completely understand the skills and competencies, ask the candidate. Set up a Skype call to get a first impression of the person and the language skills. It is beneficial to invite the preferred candidates for a job interview at your company, so they also can get an impression of the new region they’ll be living in.
5: Make yourself attractive. Once you have found the candidates you’re interested in remember that they also need to be interested in you! Tell them about the great team they will be part of, the amazing products you manufacture and how they help the world become a better place. Let them know what the region offers and how life looks locally. Send them information about housing, cost levels, school, possibilities for their partner, social networking, spare time activities, cultural offerings – depending on their private circumstances and interests. Remember that people only move if they believe circumstances improve. Nobody leaves everything behind for a less attractive opportunity.
When you have selected your new employee, you’re ready to start on-boarding. Stay tuned for SlaterConsult’s next article medio April.