Comment trouvez-vous et attirez-vous des candidats diversifiés et qualifiés de différentes régions et origines?

Before seeking candidates, first identify the most relevant and appealing regions and countries based on market size, growth potential, cultural fit, legal requirements, and talent availability. Research local labor market trends, salary expectations, and candidate preferences to tailor your sourcing and attraction strategies effectively for each region.

From my experience, I'd highly recommend incorporating a diverse and inclusive recruitment strategy. Consider a blend of online job boards, active involvement on social media platforms, and engagement with relevant professional networks in your targeted regions. Building a robust employer brand that emphasizes diversity and inclusion has personally proven effective in attracting a broader pool of highly qualified candidates.

To access a diverse and qualified candidate pool, utilize a range of sourcing channels. Leverage your network, including referrals, alumni, and partners, to connect with local talent. Post vacancies on job boards, social media, and niche sites to enhance your employer brand. Additionally, employ proactive methods like Boolean searches, talent pools, and outreach campaigns to identify and engage passive candidates who fit your criteria.

From my point of view and experience, I would prioritize diversity by actively sourcing candidates from diverse backgrounds through various channels like job boards, social media, and networking events. Job descriptions need to be inclusive and free from bias, welcoming candidates from all backgrounds. Last, but not least, when sourcing and attracting diverse and qualified candidates from different regions and backgrounds, leveraging remote work options can significantly broaden the talent pool. By offering remote work opportunities, recruiters can reach candidates from diverse geographic locations and backgrounds who may not be able to commute to a physical office.

Your employer value proposition (EVP) consists of the benefits and opportunities you offer to employees and potential candidates. To attract and retain talent in a competitive global market, tailor your EVP to resonate with different regions and cultures. Emphasize aspects that are most relevant to each market, such as career development, work-life balance, social impact, or diversity and inclusion.

In my experience, an effective EVP serves as a magnet, drawing in talented individuals who are aligned with the organisations values and aspirations. It not only helps attract candidates during the recruitment process but also plays a pivotal role in retaining and engaging existing employees. Companies also need to recognise that attracting and retaining talent is like dating - you are not for everyone so stop promoting yourselves to employees and prospective candidates like you are. Be individual and target those you want to attract.

Effective communication is vital in international recruitment. Clearly and respectfully engage with candidates by considering their language, culture, and expectations. Use inclusive language, avoid jargon, and be sensitive to cultural nuances. Communicate frequently with timely feedback and updates about the hiring process. Choose the appropriate communication tools and channels, like email, phone, video, or chat, based on each candidate's preferences and availability.

Having a diverse panel is both beneficial and complex. In my experience, the following has helped: 1. Addressing biases among panel members and including interviewers who can counter each other's views 2. Having one person ask standardized questions to reduce inconsistencies in scoring 3. In international contexts - conducting interviews in both the company language and the language required for customer-facing roles to help emphasize candidate skills over language proficiency

Local culture not only influences the diversity of candidates applying but also shapes the criteria used for selection. In Germany, there’s a tendency to prefer candidates who have experience in the same sector, and precisely the same role or position. Companies open to hiring individuals from different sectors or backgrounds usually make this clear in their job descriptions. However, beyond sales positions—where a salesperson’s value is often tied to their network and market knowledge—it’s essential for all other roles to prioritize candidates’ skills, their potential, mindset, and ability to innovate. These qualities should be the primary criteria, as they are pivotal for driving change and fostering growth within the organization.

Ensure fair and consistent candidate evaluation across regions by using objective criteria and tools to assess skills, competencies, and fit. Avoid bias related to race, ethnicity, gender, age, religion, or nationality. Implement strategies like structured interviews, blind resumes, and diverse panels to reduce bias and enhance diversity in your hiring decisions.