Recruiting strategies are no longer defined by geographical boundaries. Acquiring the best and most talented employees from a global audience keeps businesses competitive and dynamic. However, when you recruit from an international selection of skilled professionals, you’ll also need to navigate cultural differences in employment.
Cultural Competency in Global Recruitment
International recruitment has several important aspects to consider in order to attract the best employees to your team. Although you should have a standardized recruitment process, you must consider cultural nuances. When you recruit from an international cluster of candidates, there are ways to adapt your processes to bring out the best in candidates and select the best person for your team. For example, you can ask in advance if the candidate has any support needs, such as an interpreter.
Including someone from the country on the interview panel also helps address any special needs from a cultural perspective. Although you should prepare questions in advance, adapting to a discussion style helps create a conversation and helps candidates understand what is expected of them in your organization. Getting recruits to explain what they can bring to an organization helps them articulate their qualities in an interview situation. Finally, it is very important to focus on the job requirements and to avoid stereotyping or generalizations about someone’s cultural background.
Language Proficiency Requirements
When recruiting internationally, you must be clear about language expectations. For example, employees in client-facing jobs, such as the healthcare sector, must be able to communicate clearly both to colleagues and the public. However, prospective employees may speak the language well but need support with technical language skills, such as specialist terminology or even understanding regional dialects. Offering a language skills development package with the job helps new employees adapt to a new environment in a culturally competent way and broadens your recruitment pool. The recruitment process is also an excellent opportunity to test written and verbal language abilities.
Visa Sponsorship and Immigration Issues
When recruiting from overseas, legal and regulatory requirements must be included in the recruitment process. Your government immigration department will be able to advise you. For example, some nations do not permit families to join the employee, so clarity on what is and is not permitted is essential to ensure your new worker makes an informed decision. Most workers moving overseas require a visa and work permit, which you, as the employer, will need to endorse. If you are recruiting staff who will remain in their country, you must familiarize yourself with local employment laws. Some companies partner with immigration law firms to ensure they are legally compliant.
Another area to keep up to date with is anti-discrimination and data privacy laws, which vary from country to country.
Localizing Job Postings and Communications
It is vital to advertise the job somewhere an international audience will find it, to be culturally competent, and to engage with the community where you aim to find new employees. Local recruitment teams can advise you. Find out where the type of person you plan to recruit usually looks for job opportunities and adapt your recruiting strategy. If you already employ people in the country you are actively recruiting from, ask them for advice on where to find good team members. You’ll also need to consider international journals and bulletins with recruitment pages. If you have a large recruitment program, consider attending an international conference where you can speak to prospective employees and promote your company. Targeted social media advertising in an area or aimed at people with a specific skill set can increase the reach of your recruitment campaign. Finally, always ask where an applicant saw the job advertised, as this will help you with culturally competent recruitment in the future.
Cross Cultural Training for Recruiters
It is essential to train recruiters in cultural competence. A training program must include inclusive language, cultural differences between countries, and legal considerations. Flexibility, such as with religious holidays and beliefs and culturally appropriate workwear, helps create an inclusive workforce. Recruiters also need to be aware of flexible induction programs and performance monitoring, and how to apply them to a culturally competent workforce. Diversity training can be taught using a range of techniques, including role play, project work, dialogues, and conversations about different cultures. By being creative and inclusive, your company will be able to recruit the best talent for the job. Successful recruitment from an international pool requires a significant understanding and practical knowledge of cultural differences. However, by adapting local recruitment plans and strategies to seek international talent, your company will be an attractive opportunity for people looking for work in a dynamic and creative environment. If you would like advice on how to set up a culturally competent recruiting campaign, call us today.