Global Recruiting: 9 Tips for Hiring Employees Around the World

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Global Recruiting: 9 Tips for Hiring Employees Around the World

12/04/2022  |  georgev Categories: BlogRemote Working

Global unemployment is expected to reach 207 million within 2022. Unemployment at this rate is expected to continue through 2023. 

If you’re part of the solution and are looking to hire candidates around the world, you might be curious where to begin. It can feel overwhelming knowing where to look, what to look for, and how to find high-quality candidates. 

Plus, not having that face-to-face interaction can seem difficult. But it doesn’t have to be. Read this guide on top Global Recruiting tips for hiring employees around the world today. 

1. Write an Effective Job Description

When it comes to global recruiting, some might argue that an accurate job description is the most important component. Ensure that the job description goes over the requirements and responsibilities of the position. 

Add in some brand-specific language for applicants to gain a view of your company culture. Discuss what you’re looking for, what you need, etc. The goal of an effective job description is to encourage higher-quality applicants. 

When you’re looking to hire employees globally, it can be quite competitive. 

Some best practices to stand out include: 

  • Use employee testimonials
  • Provide the company’s mission and values 
  • Consider offering multiple time zones and languages
  • Use keywords and skills for proper job applicants to find the role 

2. Be Consistent 

global recruiter network can help you maintain consistency when you’re looking for the right talent. When it comes to communication, it’s a good idea to stick to your local language and time. 

Keep candidate profiles that match relevant skills. Use bulk actions whenever possible to cut time on tasks. 

To stand out, collect candidate information at events and on career sites. Share videos of employees and what they like most about your company. 

Have talent pools that focus on the skills, location, and hiring type. 

3. A Positive Candidate Experience

Be sure that your site is mobile-friendly since some candidates might be on their phones. Ensure that the communication throughout your site is consistent and engaged. 

If you’re not sure about the copy on your site, consider hiring a copywriter who specializes in global recruitment strategies. Be sure that the application on your site is easy for candidates to fill out as well. 

4. Determine Your Overall Plan

While there isn’t a one-size-fits-all, it’s a good idea to determine if your plan to find employees has flexibility. Ensure that it could work across various countries. 

Be sure that you have up-to-date technology, and have your IT team be a part of different changes or new ideas. Your application website needs to provide candidates with the appropriate tools that they’ll need. 

Think about what your company wants and set up timelines to do this. Explore job boards, social media, and other locations for potential candidates. 

Consider a global recruiter network. They can help you find, interview, and place global talent. You’ll need to worry about data privacy, immigration, and other regulations as you go if you don’t hire a recruitment firm. 

5. Social Media

Today, you’ll find about 4.14 billion users on social media. It’s a great way to engage with and find talent across the globe. 

First, investigate and find out what social channels the ideal candidate is using. LinkedIn is a popular choice for professionals, and Facebook tends to have a larger variety of ages.

For younger age ranges, you’ll want to focus on TikTok, Instagram, and Snapchat. If you’re looking in China, focus on WeChat.

Keep in mind that career sites will vary by country as well. In the U.K., they use reed.co.uk and totaljobs.com, among others. 

6. The Review Process

If you’re handling candidate reviews internally, appoint a few people for the process. Decide what skills you’re looking for, past experience, etc. 

Hiring a recruiter. They can look for any flaws in the process and weed out the weaker candidates. This allows businesses to focus more on their day-to-day tasks and less on reviewing an applicant’s performance. 

Some technological systems will look for specific keywords in job descriptions. You’ll then have the top candidates sent to you. 

7. Have the Candidate Take Assessments

Have the candidate perform different tasks and assessments that match their role. If you’re hiring for a sales position, then you might have them practice their sales pitch on a product. 

Assessments can help you determine whether a candidate can succeed in the responsibilities of the job. Decide whether the assessment will take place before, during, or after an interview. 

8. Check References

Have each candidate provide professional references, and check each one. Consider looking into performing background checks if it’s applicable in their location.

Be cautious about discriminating against candidates with certain violations. If they have traffic violations but they’ll be working in an office, it might not be as important. 

9. Stay Compliant

All tools that you use for global recruitment need to meet requirements for the GDPR and other policies. Look into the requirements for each area that you’re considering candidates from. 

Each job opening must comply with these requirements. Have specific questions that are required by certain countries. Keep the information of the candidates off of personal phones to maintain compliance. 

Better Understanding Global Recruiting Tips 

This guide was an overview of tips for global recruiting around the world. Take your time coming up with a plan and think about your ideal candidate. 

Do you wish that you had more time in your day? Or maybe you’re bogged down with ensuring that everything is compliant. 

We can help. At Bradford Jacobs, we’re all about helping you find top-notch candidates around the globe.

We’ll take care of all of the complicated local processes so you don’t have to. Contact us today, and we can get started finding you the ideal candidate for your role.