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7 Strategies for Effective International Recruitment

With the competition for talent getting tougher, companies need to broaden their hiring horizons, but there is a world of difference when it comes to hiring internationally. That is why today we leave you some useful tips to incorporate effective international recruitment strategies:

Table of Contents

1. Investigate as one of the strategies for international recruitment

When it comes to hiring abroad, it is important to keep in mind that you should not only rely on the knowledge you have already acquired, but also be open to learning new things. For this you can ask yourself questions like:

  • How is my market in the country/city that I am going to hire? 
  • Who are the main competitors in this sector? 
  • What is the culture of that place like and how should I deal with it?
  • Do I know someone there who can guide me?

2. Use the right channels

LinkedIn is a good option when it comes to local talent, and it usually works well when hiring internationally as well. But, it shouldn't be the only tool, especially when you're looking to hire a more diverse group. 

Many cities have local job boards, career networks for underrepresented groups, or Slack groups that can help you get a more complete picture of the local candidate pool and job market.

3. Accept cultural differences as one of the strategies for international recruitment

It's important to understand that demographics can vary from region to region, so you may need to adjust your candidate recruitment strategy accordingly. It may seem obvious, but if you are hiring internationally, you are going to have to avoid using certain colloquialisms or slang that you are used to using in your region. 

Tone is also important to consider, especially when approaching candidates for the first time. You may need to take a more formal tone with some cultures, as long as you should keep it fairly informal and conversational with others. 

In some cultures, it may not be the norm for candidates to speak confidently about their accomplishments, so you'll need to tweak your interview questions a bit more to find out if they match all the requirements.

If you're hiring in a country with a different language than your own, you'll need to make accommodations for accents, grammar, and fluency.

Make sure to speak clearly and be patient with candidates throughout the process, unless fluency in the language is a requirement of the position, you can be a bit more flexible here. And remember, focus on the content and not how they say it.

4. Offer a correct salary

In some countries it is legal to ask candidates about their past and current salary packages, but in others it is not. The best advice is to research local compensation expectations and how to approach this complicated topic before interviews begin. 

Ask the candidate what their salary expectations are, it is also useful to know the value of the local currency so that you can discuss the salary range with the candidates. Taking into account the preferences of your employees achieves effective international recruitment.

5. Remember to comply with the GDPR as one of the strategies for international contracting

When it comes to data privacy regulations, regardless of the country, the most important rule is to always comply with the regulations. Different regions have different laws when it comes to hiring, so it is key to be aware of minimum wage regulations, medical benefits, vacation policy, notice periods, etc…

If you're hiring from multiple locations, it's hard to know all the regulations, so using an outside consultant might be a good idea.

You may need to consider different hiring strategies, depending on the number of people you need. Each country has its own regulations when it comes to work permit rights. Make sure, during the process, that the candidate can work in that country or if they will need a work visa.

6. Take advantage of tools and technology as one of the strategies for international recruitment

Fortunately, we now live in a world where technology makes it easy to connect with people from all over the world. An effective ATS allows you to collaborate among the interview team even when they are scattered around the world. Also, you can effectively communicate and schedule interviews with candidates while respecting their time zones.

Lean on tools like Zoom, Teams or Google Meet to conduct interviews with candidates. These types of tools are useful as they allow you to record the interviews and play them back in future stages of the process.

Investing in technology to improve international recruitment processes means more fluid, transparent, efficient and well-organized hiring for candidates and for the company.

In conclusion…

To hire international talent, you must be willing to open your mind in every way, know the place where you want to hire, apply technologies and respect all kinds of culture, in order to finally have a broader international force. And remember that any new process is difficult. 

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