How do you communicate effectively with international candidates?

1 Know your audience

Before you reach out to international candidates, do some research on their background, culture, and expectations. This can help you avoid misunderstandings, stereotypes, and offensive remarks. For example, you should know how to address candidates properly, whether they prefer formal or informal communication, and what topics to avoid or emphasize. You should also be aware of the time zones, holidays, and working hours of your candidates, and schedule your communication accordingly.

2 Choose the right channel

Depending on the stage of the hiring process, the purpose of your communication, and the preference of your candidates, you should choose the most appropriate channel to communicate with them. For example, you can use email, phone, video call, social media, or messaging apps. However, you should also consider the reliability, accessibility, and security of each channel, as well as the tone and style of your communication. For example, email can be more formal and detailed, while phone or video call can be more personal and interactive.

3 Adapt your language

When communicating with international candidates, you should use clear, simple, and respectful language. You should avoid jargon, slang, idioms, and acronyms that may confuse or offend your candidates. You should also use positive and inclusive language that reflects your company's values and culture. For example, you can use gender-neutral pronouns, avoid assumptions or generalizations, and acknowledge diversity and inclusion. You should also check your spelling, grammar, and punctuation, and use a professional translation service if needed.

4 Listen actively

Active listening is essential for effective communication with international candidates. It means that you pay attention to what your candidates say, how they say it, and what they mean. You should also show interest, empathy, and curiosity, and ask open-ended questions to clarify or explore their perspectives. You should also avoid interrupting, judging, or arguing with your candidates, and give them enough time and space to express themselves. You should also provide feedback, summarize, and confirm your understanding.

5 Follow up

Following up with your international candidates is a way to show your respect, interest, and commitment. It can also help you build trust, rapport, and engagement with them. You should follow up with your candidates after each stage of the hiring process, and update them on the next steps, timelines, and expectations. You should also ask for their feedback, questions, or concerns, and address them promptly and professionally. You should also thank them for their time, effort, and interest, and maintain a positive and consistent communication.

6 Learn from feedback

Feedback is a valuable source of learning and improvement for your communication skills with international candidates. You should seek feedback from your candidates, colleagues, and managers on how you communicate with international candidates, and what you can do better. You should also reflect on your own communication style, strengths, and weaknesses, and identify areas for development. You should also be open to feedback, and use it to enhance your cultural intelligence, diversity, and inclusion.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?