Ask James Caan – Issue 113
You recently heard me discuss the challenges faced by candidates when looking to find work overseas. But what about the difficulties recruiters face in sourcing professionals from abroad?
With an increasing number of candidates looking to work overseas, as a recruiter, you would think attracting international talent would be easy?
However, in today’s candidate-rich, job-short market, when it comes to accepting a job offering, candidates’ are failing to take the overseas option.
Take this email from Tony as an example, a UK-based recruiter that has now relocated to Australia.
Eager to source overseas candidates to fill a number of his vacancies, he’s tried a number of online avenues but is still finding it hard to attract recruit.
He asked me:
‘What are the best options to attract overseas candidates?
Tony, on the surface, the supply and demand for international talent seems harmonious – more people want to work abroad and global companies are increasingly in need of their skills.
But as you’re experiencing, attracting top international talent can be a challenge. When sourcing overseas talent, the details to be addressed are greatly multiplied. More often or not, recruiters neglect certain information, and as such, can be at risk of failing to secure the best available talent.
To begin with, consider the details of the positions you’re looking to fill. Who are you targeting? What would be important to your ‘ideal’ candidate? What’s their future with the company?
Explore what the candidate is likely to learn in the position, and how the opportunity can transform their career. What motivates them to move to Australia? Learn about their needs, goals and personality.
Recruiting practices today often fail to address today’s realities and easily forget these candidates are being asked to make profoundly life-altering decisions.
As such, Tony, it’s important to recognise your candidates’ needs, goals and personality in order to clearly communicate the full dimensions of the job opportunity.
By understanding your candidates right at the start, you will be able to creatively source overseas talent and target specific markets for your positions.
You mentioned in your email you had been using LinkedIn Recruiter. Whilst this is a great start, you need to be casting a wider net in order to identify the best overseas talent.
Look into local advertising in the country you wish to source talent, as well as local job boards, both industry specific and multi-sector. You could also take the opportunity to post jobs with foreign associations and ask them to circulate your roles to their members.
Contact your friends and colleagues overseas and build your network out. The more vendors and suppliers from other countries you seek out, the more opportunity you will have to spread your hiring message further.
Whilst these methods might not be an instant result for finding your perfect match, as a recruiter, they are invaluable for putting you in touch with other great people in other markets.
Talented overseas candidates always have options and are always in demand. Applying these principles to international recruitment and getting all the details right can be a complex and difficult challenge, but it can be done.
For recruiters that get this process right, the rewards can be great. But to reap these rewards, you must invest the time and effort from the very beginning of the recruitment process and proactively address the many issues it entails.
Does anyone else have any tips for Tony looking to attract overseas talent? If so, why not share them with the group below.