NTIATIVE IT Recruitment’s Post

For all companies who post job offers in English in Brazil, please: Post the desired technology stack and emphasize the key technologies; Post the right English level desired and explain (B1,C2, etc.); Define CLEARLY the kind of project the hired professional will work on. The three details will save time and resources on both sides and will improve the hiring speeds.

Shortage of Technical Superintendents in Germany(and Europe) - follow up! I recently highlighted the scarcity of candidates for shore-based technical roles in Germany and discovered a similar shortage in various European locations. Comments on my post pointed out that the deficiency in many European areas stems from low salaries and the absence of visa sponsorship for non-EU candidates. Despite shipping being a global industry, numerous companies appear hesitant to explore the international talent pool for highly skilled and experienced candidates. Why is this? #TechnicalRoles #ShippingIndustry #Europe #RecruitmentChallenges

🌍 Hiring Talent in Poland✨ In our latest article, we cover two hiring options: B2B Contracts - Flexible and efficient, ideal for companies not setting up a local entity. Employment Contracts - Full benefits and stability, perfect for long-term roles. Which option suits your needs best? Read more in the article below 👇:

We get 1000+ Filipinos apply to work VA2U every month… This is what you should consider when assessing Filipino CVs 👇 • Experience The key thing when hiring anyone is their experience. When hiring Filipinos, any experience in western markets (UK, USA, EU etc..) shows their adaptability and compatibility instantly. • Tenure We’ve all seen those CVs where someone has moved jobs once a year. Although this still carrys weight on Filipino CVs… It’s important to consider that the remote international employment landscape is more fluid than what you’re used to hiring locally. • Communication With all CVs we require a video introduction. This often tells us more than the CV itself! Someone who is clear, sure and strong on camera is clearly a confident competent candidate. • Concision CVs that say what they need to say and nothing more show an efficient candidate. Fluff is common. And often compensating… Now you know! Make sure to engage so other’s can see this! You might just save them time and money 📝

How to stand out from other applicants yet still fit into the Swedish culture as an international job seeker: 👉 Include a portfolio in your application with picture samples of your work and/or yourself on the job so they can get an idea of who you are. 👉 Include a little bit of Swedish in your application, even if you have to use Google Translate. Showing a little bit of willingness to adjust to your new culture will be in your favor. 👉 Include answers to questions a hiring manager or recruiter might have about you as an international professional: are you taking Swedish classes, have a driver’s license, don’t need a visa sponsorship because you have a spouse visa, live in the same city, etc.? Add it to your Cover Letter or CV. What else would you add to this list? #workinsweden #swedenjobs #swedishjobs #careerdevelopment #jobsearchingtips

🌍 Hiring Talent in Poland as a Foreign Company✨ Poland offers a strong talent pool in IT, engineering, and business services, making it an ideal spot for companies looking for skilled professionals. In our latest article, we explore two key hiring pathways in Poland to help your business make the right choice: 1. B2B Contracts - Flexibility & Efficiency Engaging Polish talent through B2B contracts lets your company work with contractors without setting up a local entity. 2. Employment Contracts - Stability & Comprehensive Benefits For a more traditional approach, the Employment Contract includes full employee benefits, covering paid leave, health, and pension contributions. Which Path Fits Your Needs? Read more in our article below 👇: https://bit.ly/4fr1nln

Last week, a client from the USA reached out to us for assistance in securing bilingual talent in Canada. They have tried to find the right candidate on their own but have struggled due to a lack of market knowledge and their inability to assess French fluency internally. Frustrated, they turned to us for help. When hiring managers are not fluent in both English and French, it can be challenging to accurately assess the fluency of candidates for bilingual positions. Speaking French fluently is not always sufficient, especially when it comes to properly servicing francophone customers. Having your HR team or a specialized staffing firm or a bilingual recruiter conduct the initial assessment of a candidate’s language capabilities can be invaluable. This approach helps ensure you do not hire someone who lacks the level of bilingualism required for your position. #bilingual #expert #bilingualteam