How do you source and attract diverse and qualified candidates from different regions and backgrounds?

1 Define your target markets

Before you start looking for candidates, you need to identify which regions and countries are most relevant and attractive for your business goals and needs. You should consider factors such as market size, growth potential, cultural fit, legal requirements, and talent availability. You should also research the local labor market trends, salary expectations, and candidate preferences in each target market. This will help you tailor your sourcing and attraction strategies to the specific needs and expectations of each region.

2 Use multiple sourcing channels

To reach a diverse and qualified pool of candidates, you need to use a variety of sourcing channels and methods. You can leverage your existing network, such as referrals, alumni, and partners, to tap into local talent communities and get recommendations. You can also use online platforms, such as job boards, social media, and niche websites, to post your vacancies and showcase your employer brand. Additionally, you can use proactive sourcing techniques, such as Boolean searches, talent pools, and outreach campaigns, to identify and contact passive candidates who match your criteria.

3 Adapt your employer value proposition

Your employer value proposition (EVP) is the set of benefits and opportunities that you offer to your employees and potential candidates. It is a key factor in attracting and retaining talent, especially in a competitive and diverse global market. However, your EVP may not resonate equally with candidates from different regions and backgrounds. Therefore, you need to adapt your EVP to the local context and culture of each target market. You should highlight the aspects of your EVP that are most relevant and appealing to each region, such as career development, work-life balance, social impact, or diversity and inclusion.

4 Communicate effectively and respectfully

Communication is crucial in any recruitment process, but especially in international recruitment. You need to communicate clearly and respectfully with candidates from different regions and backgrounds, taking into account their language, culture, and expectations. You should use appropriate and inclusive language, avoid jargon and slang, and be mindful of cultural nuances and sensitivities. You should also communicate frequently and transparently, providing timely feedback, updates, and information about the hiring process and the role. Moreover, you should use the right communication tools and channels, such as email, phone, video, or chat, depending on the preferences and availability of each candidate.

6 Evaluate candidates fairly and consistently

Finally, you need to ensure that you evaluate candidates fairly and consistently across different regions and backgrounds. You should use objective and relevant criteria and tools to assess the skills, competencies, and fit of each candidate. You should also avoid bias and discrimination based on factors such as race, ethnicity, gender, age, religion, or nationality. You can use strategies such as structured interviews, blind resumes, or diverse panels to reduce bias and increase diversity in your hiring decisions.

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?