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Looking to hire a candidate abroad, perhaps in Japan, the UK, or Sri Lanka? Getting your head around the recruitment process is already difficult with a larger company. Conducting background verification and being confident about the employment laws at the same time can be other tough tasks in international recruitment. You cannot be prepared for what is to happen, except with the help of an international recruitment agency.
What is the Meaning of International Recruitment?
International recruitment means the process of hiring candidates overseas, generally through an offshore recruitment agency. A well-qualified onshore recruitment agency might also be involved in international recruitment, but they must have the necessary knowledge of laws in the country, highly efficient recruitment processes, and access to good technology.
What are the Benefits of International Recruitment?
1. Wider Talent Pool
Access to a wider talent pool, courtesy of an offshore staffing or recruitment partner, is one of the perks of international recruitment. You can discover the talent that checks all the boxes in terms of skills, aligns with your development goals, and is a great cultural fit, too.
2. Better Compliance
Certain countries would require you to employ their citizens if you are trying to expand your operations into those countries. Employing these citizens in the right manner and dispensing the right salary and benefits to them is very important. International recruitment agencies can easily help you handle this.
3. New Market Opportunities
When you hire international candidates for cost savings and their experience, you also give yourself access to a new market based on the additional skills they bring to the table. These opportunities could be very important for the teams in your company.
4. Cost Savings
International recruitment also has the advantage of being cost-effective. The savings made when hiring experts from low-cost-of-living countries, even when the experience and skills are similar, are quite high.
5. Better Expertise
International employees are also brought on board for the advanced experience they have. They are expected to be ready to mentor others, especially in a crisis, and build comfortably within a team by collaborating on and co-engineering solutions where they play an important role. They are more trustworthy, too, with remote workers (79%) stating their managers trust them as compared with 64% of hybrid workers, according to a 2023 study by Pew Research.
6. Boost to Reputation
International candidates will improve the reputation of the company, as more and more people will get to know of it by word of mouth. When their experience is good, your business also gets a boost in its reputation.
What are the Best Practices in International Recruitment?
1. Build Your Employer Brand
When you want your international recruitment methods to work, you first start with the most recommended practice, that of building an employer brand. Building a strong employer brand extends your reach globally. It also enables you to negotiate better with new candidates and attract future employees, too.
2. Use Effective Sourcing Techniques
Rewrite your job descriptions and make sure that you are posting on the right channels. Include the right focus words and be consistent in your messaging across all channels that you select to reach your candidates on.
3. Implement Flexible Interviewing
Remember, your future international employees are in a different time zone, and they will be available for the interviews only when they are free. So be flexible about the interview timings. Give them the choice of picking the time that suits them the most.
4. Leverage Your Existing Network
If you want the best international recruits, then you must leverage your existing network. Within the network itself, you will find several eligible candidates or direct recommendations from those close to you.
5. Be Aware of Employment Laws
It is also important that you know the employment laws in the country. Knowledge of these laws will guarantee that you are able to maintain compliance when recruiting. You can also ensure a pleasant employee experience after they join your company on the terms and conditions that you have set.
6. Provide Benefits and a Good Salary
When you provide good benefits and promise a good salary, the possibility that you will be able to hire a very good candidate also increases. This may also increase the possibility of retaining the candidates for longer.
7. Outsource to an International Recruitment Agency
Outsourcing the work to an international recruitment agency can also help you hire great candidates. The international recruitment agency will handle the entire recruitment process for you and provide you with support in making any decisions you may have to make and clarifying any doubts you may have. With their wide talent pool, they can help get you very diverse and highly skilled candidates.
Are You Looking for an International Recruitment Agency?
When you want to hire the best international candidates, you can rely on the services of an international recruitment agency. An international recruitment agency will not only take care of the entire recruitment process, but they will also bring to the table the robust talent pipeline that they have built for recruitment, which will enable them to bring the best possible international recruits.
Alp Consulting, with 30 years of recruitment and staffing experience, is an international recruitment agency of repute that will help you hire the best candidates. Talk to us today and let us manage the international recruitment process for you. No matter what geography you want to target, we can help you get the benefits of international recruitment.
Frequently Asked Questions (FAQs)
1. What is recruitment in HRM?
Recruitment is the process of sourcing, screening, and onboarding candidates as full-time employees in your company. Recruitment is a key strategic activity in HRM, which may be outsourced to a third party for greater efficiency and effectiveness.
2. How does international recruitment work?
International recruitment methods are generally handled by a third-party offshore recruitment company or a remote team stationed by the business in the country of recruitment. International recruitment is a strategic activity that is beneficial not only for being cost-effective and hiring special talent, but also for building a reputation for the business.
3. What is the difference between onshore and international recruitment?
Onshore recruitment is the process of hiring candidates from the same country as the business, whereas in international recruitment, you hire candidates from other countries, generally with the assistance of an offshore RPO (recruitment process outsourcing).
4. What is an international recruitment agency?
An international recruitment agency can simplify the process of international recruitment by recruiting candidates in other countries where they have access to quality talent. An international recruitment agency may work with the business post recruitment for workforce management, where it will manage the remote workers, too.
5. How much do you need to pay for international recruitment?
The cost of international recruitment depends on the country the recruits are hired from, their experience, and the kind of skills they possess. When you hire a highly experienced candidate from a country with a high cost of living, you can expect the costs to go up. The only way to manage this better? You can, by opting for an international recruitment agency that would be willing to negotiate salaries on your behalf.
Contact Us For Business Enquiry
Kishore V N
Kishore V N is the Managing Director at ALP Consulting, bringing over 29 years of extensive experience in global recruitment, talent strategy, and workforce solutions. He has been instrumental in building scalable RPO, MSP, and modular talent sourcing models that empower organizations with a competitive edge in talent acquisition. Kishore’s leadership focuses on expanding ALP’s global presence, driving innovation in recruitment technology, and enhancing operational excellence. He also serves as Director at Datacore Technologies, steering digital HR transformation through advanced HRMS and virtual staffing solutions.
