Recruit International Talent

Nearly half of human resources managers struggle to find and recruit international talent.

There are barriers faced by human capital departments when hiring international staff, including finding quality employees, work permits, and so on.

That's why it's necessary to have a solid search strategy when it comes to recruiting international talent.

How to generate a good international contracting strategy?

1. Build a global talent brand:

Nowadays, the main thing to attract the best international talent is to create an attractive and solid brand that attracts the attention of your future candidates.

Build a good website:

What should a candidate see when they land on your website? To begin with, you should work on the design, make it pleasing to the eye by choosing colors, fonts and logo.

Lots of ads, autoplay content, and links will only frustrate the visitor and make them leave immediately.

It should be a friendly and easy to use place, regardless of the device, make sure that the contact information and any buttons are visible.

It's important that you talk about the company, its business culture and that the candidate can appreciate everything you can offer.

Also, there must be a page dedicated to employees. Who are they? their stories and experiences, information on internal promotion.

IMPORTANT! Create an FAQ section where potential candidates can ask questions and get answers quickly. Implementing a couple of recruitment marketing strategies will help you improve your visibility.

Use social media:

Share your offers on social networks, it is important that you create your company page on LinkedIn, this network will make your offers visible to more candidates

Share valuable content, join relevant communities to boost reach and position yourself as a fresh company.

2. Find the right time to do it

Many business owners decide to start recruiting international talent right away.

If you have recently launched a Startup and want to attract international workers, you should keep a few things in mind:

• To recruit international talent, start with your city, your goal should be to hire local workers and, at the same time, invest in the inclusion and diversity of your company.
• The nationality, religion, age or gender of candidates should not worry you, as long as their skills meet the needs of your company. In this way, you will be creating a good employer branding.
• Look for untapped talent pools, as people with disabilities often have problems getting profitable jobs no matter how qualified they are to work. This helps you create a different and inclusive company.

3. Legal Aspects

When recruiting international talent, you should learn more about your countries' labor regulations.

Depending on the country, legal issues vary, and you should have an immigration lawyer on your team, who can provide the necessary information to the company and to the future employee.

It's important to keep these kinds of things in mind before you start looking for and selecting an international candidate.

These are usually lengthy and paperwork processes, so keep this in mind when choosing a candidate who needs special permission.

To speed up the process, you can have the paperwork organized depending on the necessary permission, to save you from searching for requirements.

4. Meeting the needs of new employees

Hiring international staff is an experience for both the worker and the company, which is why you must have a complete plan for the arrival of the employee, including Onboarding to the company and the presentation of your new city.

You must offer him everything he needs to make him feel comfortable and at home, for example, introducing him to the lawyer to help him with whatever he needs.

All of this shows that you are genuinely interested and will make him feel comfortable in his new destination.

Remember that you are coming to a new place and you need time to adapt, settle in and understand everything that is going on, don't pressure you, support you and help you in whatever you need to make your process more enjoyable.

It is important to understand the phases that foreign workers go through:

• The illusion: at this stage everything is positive, moving is the best thing that ever happened to her, it's so good that it's overwhelming.
• Frustration: this is the most difficult stage that workers face in the new destination, since they are beginning to be affected by the remoteness and culture of the new country, anything small can trigger frustration.
• Adaptation: frustration begins to diminish when the traveler begins to feel comfortable in the destination country, becomes familiar with culture, food, begins to have friends and begins to feel at ease.
• Acceptance: It may take some time to reach this stage, but it doesn't mean that you understand the environment and culture, you realize that you don't need a full understanding of it if you don't have enough resources to cope with it.

Keep in mind that collaboration in the workplace depends on company culture and this directly affects your international employee.

That's why, only by building a close collaboration between your organization, your local and foreign employees can you help them overcome it.

In conclusion, to hire personnel outside your territory, you must have a solid and structured company that can provide you with stability in every way.