June 24, 2020

3 Tips for Recruiting International Candidates

As the global economy starts to re-open, companies everywhere will eventually want to resume their posts for international candidates. Here are some tips for making this process go as smooth as possible.

When recruiting international candidates, recruiters might encounter some roadblocks due to many challenges. Here are 3 tips you need to know to build a solid recruitment strategy before you start hiring international talents.

1.   Have a few rounds on Skype or another messenger service

Once an offer has been made, or in the process, candidates should have a Skype of the videoconference with their hires to make them feel more comfortable. This might not always be the case with direct and domestic hires in U.S. cities, because candidates have the comfort of knowledge they can get to and from the office and meet with their employees. But in an international circumstance, it’s good to build that confidence early on so candidates can travel to their new position with more ease already feeling part of the organization.

This is especially true with internships. It takes a lot of effort and budget on the recruiting side of things to get an international candidate into a new city, but sometimes internships are a little bit easier and less paperwork/visa restrictions have to be presented. In fact, internships often operate in small 3 month time periods precisely for this reason. 

The recruiter can really hone in on this task of making friendly chat with the new candidate way before they start traveling. With some internships with major companies/multilaterals, it’s common for recruiters and new hires to be in contact months prior to departure.

2.   Prepare Covid-19 guidelines to reduce stress and ambiguity

Eventually, companies will take more risks once there is a vaccine for Covid, but up until that point, most will limit the number of international positions they have. Currently, there are only a few sectors that are open for hosting international candidates, but still having a rubric or guideline to go by, with respect to hygiene, best ways to use transportation in a new city, and health liabilities, will be a start.

Specifically, companies will need to know how to best deal with healthcare policies and days of paid leave. They will also need to leave instructions on how to minimize the spread of the virus with respect to housing, if they are provided housing, and some information about the surrounding city and its amenities.

It’s also a pretty standard procedure to let candidates know about the best airlines or routes to travel to get to their destination. Ensuring logistical information is helping everyone.

3.   Have an onboarding work trip or occasion

If someone signs onto a 6-month contract in another country, it might be a good idea for recruiters in collaboration with HR to plan something fun for when the new hire gets in town. Recruiters can talk up positions by showing candidates and new hires perks like work dinners and outlets they can go to in their domain.

This helps new hires and international candidates know that their work assignment if it is a contract, is more than that. It becomes an experience as well. This is important especially for internationals as it helps them leave a good impression of their new community abroad before they return home once again.

In some major cities, this is very possible, like Manhattan for example, where so many restaurants, museums, and other attractions make it easy for recruiters and HR alike to plan trips within the country and offer a cultural exchange. Internships especially operate like this since workloads tend to be less and there is more time to explore the surroundings of a new location.

TagsRecruiting International Candidates Recruitment
Michael Robbins
Michael is a writer that helps organizations align their mission and values to a wide audience.

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