Recruiting internationally is a major part of what we do here at Talent Insight Group. Our team of skilled researchers collaborates with clients worldwide to identify and approach candidates, providing international talent intelligence that informs business strategy.
Over the years, we’ve built experience sourcing talent and generating insights in around 80 countries across all major continents. Here are just a few of the considerations we take into account when recruiting outside of our home country.
Although English is commonly spoken in business, we never assume candidates are willing to speak in English. Even where English is a requirement of the role, we find it respectful to approach in the native language to request a conversation in English.
The time zone of the territory has an impact on when you can approach candidates. Scheduling emails, setting diary reminders, and flexing our workday are all tools we use to maximise our effectiveness.
While LinkedIn leads in the US and the UK, alternatives are available in other markets. For example, in Germany, Xing is a popular alternative, while the Chinese use Maimai (脉脉).
Whether approaching talent with a view to relocation or engaging talent in a new market, an awareness of the currency and cost of living in that region and how it compares to your home market is crucial.
Each market has a unique culture which can impact working practices. For example, European countries typically experience a slowdown period in July and August, during which it is common to take an extended vacation. Levels of formality and willingness to disclose information around salary can also vary.
The UK is seen to have one of the longest notice periods, with three months common in senior roles. Meanwhile, a two-week period is common practice in the US.
Ensuring candidates have the right to work is a crucial consideration. This may require assistance and funding to help with the application process.
Licences and qualifications can vary from market to market. What is valid in one country may not be valid in another, so businesses must be aware of the requirements for relocations and may need to consider the costs of transferring or requalifying candidates who relocate from outside the region.
Moving to a new area requires huge personal change. Employers may need to cover both individual and immediate family costs to ease the transition and make the opportunity attractive to prospective talent.
There are significant variations in labour laws across international markets. To share just a few examples:
Find a snapshot of our work below, or connect with our team for support with your international recruitment needs.
Recruiting senior roles in Austria
Providing insights on African competitors
Recruiting senior roles in Japan
Mapping talent across South America and Spain
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