Overseas Candidates and your Recruitment Strategy

June 11, 2014 1:58 pm Published by

With the merging immigration boundaries and movement of talent to different parts of the globe, each hiring manager would at some point of time recruit overseas candidates for their organization. Keeping this fact in mind, we have tried to compile a few points that could help you set up your recruitment strategy for overseas candidates.

For a successful recruitment process, it is important for hiring managers to focus on four major areas: the job description, description of the ideal candidates, the recruitment process and setting benchmarks and monitoring the team.

 

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The first step is to craft a clear mission statement meant to attract only the top performers. Mission statements offering job security with opportunities for advancement to top performers are generally considered superior. You will find that top applicants are more likely to seek employment with an organization that they feel they can relate to so take advantage of the interview process and be sure to tell people precisely why your organization is a truly unique place to work.

The second step is to define what talents a person must have to be successful in this position. Come up with a list of ten behaviors and the technical, mental, or physical skills necessary for success. At this stage also define the culture requisites for this role and a list of possible countries you would like your ideal candidate to come from.

The third step is to define the recruitment process and choosing whether your inhouse team will recruit, whether you will outsource the recruitment or would both the teams work in collaboration. You will want to keep an open door with regards to communication during this process and be available for questions which inevitably arise along the way. Also provide regular feedback to the team for them to know if they are on the right track.

The fourth step is to set up the benchmark and monitor the team. It is important to set up the benchmark of how many people the team needs to find, how many hires need to be made and so on. The goals should be measurable and realistic. Monitor the team using your applicant tracking system. Be open to questions and give regular feedback.

If you have any other additional strategies that you are using, please share them in the comments section.

If you would like to consult IMS one world regarding your strategy for overseas recruitment, email us on info@imsoneworld.com or call on +91 79 3011 4444.

IMS one world is a Global Recruitment Services Company. Our culturally savvy staff helps clients evaluate their talent requirements and formulate and implement their talent acquisition strategies. We are experts at sourcing and smoothly relocating candidates from different parts of the world to the client’s desired location. We are a part of the Globally renowned UK based Empresaria Group Plc, UK.

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