How to Promote Your International Job Vacancies

Build a company career page with space for international hires and remember the power of employer brand storytelling.

A simple but often overlooked employer brand trick when engaging international hires is segmenting a portion of your careers page out to international hires.

Not only does this give you more scope to talk about your international hiring pedigree and history of engaging talent from international markets, but it can also provide context-led information for candidates about relocation packages and information about how and why international hiring is so popular, easy or good for career growth.

A revamped international career page should become an important sibling to your main careers page. Plus, the language on the page aids your international SEO, and helps index you higher in search engine rankings, creating more international job seeker visibility for your brand and live vacancies.

Use social media and promote posts in international regions.

The power of social media to attract and connect with relevant talent in your market is now well established.

By curating a personal and business presence on social media platforms you can share best practice, promote employer brand and encourage prospective talent to engage with you, plus your recruitment team have a direct pathway to talent via a huge variety of platforms from LinkedIn to TikTok.

It’s also worth mentioning that Geofencing or Geotargeting social media advertising in specific regions or demographics can help isolate niche talent, but it’s not an imperative. What is critical, however, is a well developed brand that talent can relate to and engage with.

Engage international recruitment specialists and open up networks in new markets.

Connecting with international recruitment partners and HR specialists in specific markets is a super effective way of focusing talent sourcing into already-existing networks, and paying for the privilege of accessing ready-made talent pools.

Partnering with regional recruitment agencies may not be the most cost-effective way to connect with international talent but it’s one of the quickest and most efficient. Certainly for initial new market outreach, having a third-party resource to lean on is a savvy way of getting started.

Focus on international job board conversion.

International and region-specific job boards are a rich vein of talent possibility and should be well-invested in to get as much talent reach as possible.

Take, for example, Relocate.me. As a niche job board for techies looking to relocate, we have the following:

• A user base of 150,000+ IT professionals from 150+ countries.
• An average of 4,000 new job-seeker accounts registered each month.
• An active community on Telegram with 14,000+ members and growing by the day.
• 30,000+ email newsletter subscribers.
• An International Job Search Handbook on GitHub with 1,000+ stars.

Lean on your employee network and build international referral offers.

An effective way of furthering your international talent outreach is by augmenting your already existing talent network and utilising any international hires you already have to expand your job advert and brand reach.

You can do this is by urging them to advocate for you by promoting a referral scheme built expressly for attracting and hiring from their network.

Employee referrals are still the most effective, most efficient and most trusted form of talent engagement, and being able to reduce international hiring barriers by diving into a pre-existing network is hiring gold dust.