7 Little Changes that’ll make a Big Difference with Your Overseas Recruitment

Overseas Recruitment Agency

Below are listed 7 things you need to do today to boost your chances in an overseas recruitment process. Follow these steps to know what really matters.

  1. Search social networks to identify resources:  LinkedIn, Facebook and other such social media networks are huge reservoirs of important local data. Use of these extraordinary resources to check similar industries in the target area which can be used to target and then pursue them for information on candidates in the region.
  2. Leverage technology to control costs during the search: Skype and other similar services are fast and free tools which allow hiring companies to conduct face-to-face interviews thus helping save you a ton of money on travel expenses. This is a great tool for screening in the initial stage of hiring and helps open up a dialogue.
  3. Bring your employees into the process: Your already international work base just might be your best reference and the best bet for targeting and poaching the correct aspirants. The best referrals tend to come from existing staff and other contacts who already have an understanding of how your business works and how it is structured. Use these resources—and their personal networks to target potential hires. Use of incentives to drive participation is also a very good scheme.
  4. Know Your Immigration Laws: Globalization and its fruits have enabled the flow of skilled labour like never before. While this makes filling skill gaps and technical hiring more efficient, there a lot of rules, regulations that need to be fully understood for this avenue to be fully exploited to its whole potential. Work must be put in with full attention to detail to can win the now truly global war for talent. By familiarizing yourself with your nation’s laws, you can ease in the process of your new, qualified hire coming aboard and figuring out the timeframe of the switch from a foreign country. No one wants to spend a lot of effort and time interviewing and confirming a candidate’s suitability only to later discover that the regulations will make it difficult to enter your country.
  5. Make the hire in person: While video technology like Skype help narrow down the prospective candidates list to a more select group of finalists, the actual employment process of hiring should ideally be confirmed and finalized in person when you’re ready with your final employment decision, as it helps to form an actual bond with the worker which does great for morale and also gives you and your new employee to understand each other a whole lot better.
  6. Know What to Look For: Defining what your ‘ideal’ candidate is as important as actually finding them. What seems like a very straightforward and common sense conclusion is actually not all that common as has been observed by many companies which monitor and collect data on the hiring of a global base. Most employers have only a brief and inexact inkling of what they actually require from an overseas hire. Your objectives and the path that leads to them has t be well defined and clear at the very beginning of your hiring process. It is very helpful to actually jot down and make a checklist of what you’re looking for the next employee. This checklist includes everything from hard technical skills to oft-neglected skills such as communication and other various soft skills and may extend even to attitude. Such a list of qualities is also very beneficial for job seekers as clear requirements prevent your inbox from filling up with unqualified of unnecessary aspirants make for more efficient job postings. This list doubles as a kind of a litmus test, which can prove useful as business owners evaluate initially at the beginning phase of the whole process.
  7. Ease the Transition with a Low-exposure Project: When an actual hire has been finalized and the candidate has joined your company, giving them or including them in big ongoing projects can be very overwhelming and daunting.

Therefore it’s always a good practice to initiate their journey with your company with smaller, more manageable projects.

Low exposure and low-pressure jobs help avoid and offset any early setbacks or early setbacks. For example, a new employee could be given a non-client internal project which ensures that a client won’t be lost even in the case of a critical mistake.

It’s also vital to discuss issues such as how their compensation is to be handled such as benefits, salary, the frequency of payments and currency.

Businesses must also take care to keep in mind the current ongoing exchange rates and be on the lookout for potential development,
All said and done, due diligence and awareness of your specific needs and abilities are paramount in your International hiring experience.