How to Find International Talent

With advancements in technology, the process of finding international talent has become easier in many ways. However, with the use of those technologies you still risk running into several hurdles you may have not thought of:

• Can you get references and background checks and to what extent?
• Have you uncovered all available candidates from multiple sources?
• Is there a possibility for legal ramifications in their employment contract or notice period?
• What are the cultural nuances that you should pay attention to?

With those listed above and many others, there are many questions that sometimes organizations without an international HR entity or team may not be aware of. 

However, one of the solutions to solve these potential hurdles is to outsource your search projects. When a timeline, goal, or transformation needs to take place having an added resource lets your team focus on the strategy; not finding the person to execute the plan.

One thing to consider in finding international talent is which avenue to take.

To begin your search for international talent, you'll need to consider “where” to look. Here are some options to begin with:

• Networks – Tapping into various networks can be the best route to finding the international talent you need. However, it may be difficult if your network is limited.
• Job Boards – Using job boards to advertise in different countries and regions can cover a wide variety of services, you need to know which service will give you the best coverage.
• Direct Recruiting – Direct recruiting is a great option, but you may need to consider the following: Do you have the research capability to uncover those companies to target? Can you find similar size organizations, competitors, or similar industries?
•  Branding – When it comes to branding, it can be an area many companies fail to recognize, if a candidate does not know who your company is, they’re not going to apply or answer calls. Companies, regardless of size, are not known in many countries they do not have a presence in. 

With all of this to consider, you can outsource the roles to someone familiar with the area and with a strong network. They know how to target that talent and attract them to your specific roles. Alternatively, they may even have a list of candidates ready that are looking for your specific type of role.   

When it comes to outreach, know your audience. In several situations, we’ve experienced many companies forgetting that candidates won’t just answer any message. Emails, text messages, and even LinkedIn notes tend to fall flat due to uninteresting details or too little detail. Be aware of how you are approaching a potential candidate. Explain your organization’s purpose and the role’s purpose, not just duties, location, and salary. 

Oftentimes, we as recruiters or potential employers only have one or two attempts to grab those candidates’ attention. Make sure you are staying within local hiring laws, offering the right benefits, job title, or responsibilities to the right candidate pool or cultural group. 

The next time you’re looking for international talent, take the above tips into consideration while looking for international talent. 

We hope you find success, and if you don’t or simply do not have the time, our consultants are always available across the globe to help.

To learn more about Vida Group International - vidagroupintl.com.

Sampling of Our International Placements:

• VP Engineering | Food & Beverage | Mexico
• Site Head | Pharmaceutical Manufacturing | Europe
• VPGM | Diversified Industrial | Canada
• VPGM | Engineering Services | APAC
• VP Finance | Plastics Manufacturing (PE-backed) | North America
• Managing Director | Diversified Industrial | Europe
• Sr. Director of Sales | Mechanical Engineering | North America
• Sr. HR Director | Electrical Manufacturing | Germany
• Sr. Manager Operations | Transportation & Logistics | Mexico
• Sales Manager | Transportation & Logistics | Mexico