There are certain rhythms to international recruitment that stand it apart from domestic hiring strategies.
When it comes to sourcing international talent, you need to be hyper-aware of what sort of strategies work at crossing borders, and what approaches turn the talent tap off.
Talent sourcing is a vital part of the talent qualifying pathway - it’s your first foray into understanding talent motives and career direction and requires equal parts empathy and sales panache.
But you’re battling with every other hiring company in the market to grab the attention of candidates, and for international candidates you’re battling with domestic and international recruiters.
So “sourcing” - insofar as it’s a separate hiring stage in a talent outreach programme - has to have an element of competitive brand differentiation, and it cannot operate alone.
Sourcing needs to be aligned with strategy.
Sourcing - the ongoing, proactive effort to find, engage and connect with talent for live jobs and jobs in the future. This should be considered outbound recruitment, as opposed to relying solely on inbound job applications.
Sourcing needs to align with wider recruitment strategy, marketing and outreach, and most critically it will not work if the messaging and approaches clash with or confuse your employer brand.
So here are some must-follow rules for talent sourcing that will make all the difference when hiring international staff.
Remember that hiring is not static, and recruitment should never be linear.
You never know where your next star hire will come from, so operate with a discreet open-door policy for staff, and make sure everyone knows how and where to contact the right hiring manager for information on an opportunity.
Align your people and operations and the staff will come!
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