Finding International Talent: How To Recruit From Abroad

Attracting talent from around the world is a potentially daunting task – especially if you’re running a startup, a scaleup or any company without resources specifically dedicated to recruitment.

Thankfully, there are a number of sources available, from online professional networks such as LinkedIn and HackerRank, social media (Facebook, Twitter) and job boards ranging from Oslo Talent Pool to Indeed, SimplyHired and Career Builder, to name a few.

But just as important is your company’s presence online, whether it’s on social media, through advertising or your company website. Another thing to consider: Employee referrals and word of mouth – though less scalable – remain the best recruitment methods, making current employees the primary gateway to new talent.

Different roles call for different skill sets, and you’d be wise to figure out exactly what you’re looking for. After all, about 70 percent of your potential candidates are passive talent, meaning that they aren’t actively seeking new work, but still may be open to new opportunities.

In order to reach this valuable group of future employees, you’ll need to be specific – not only about which skills and abilities you’re looking for in an employee, but also their motivation and personality traits.

Transparency should go both ways, however. Knowing what’s most important to foreign talent – professional growth and learning, work-life balance, competitive compensation and interesting problems to solve – you should be honest when it comes to your company’s strengths and potential within these fields.

Well worth remembering, but easy to neglect in the heat of the hiring process: Your company culture matters. Sell it!

Knowing that you’ll arrive in a workplace where like-minded and inspiring colleagues will be waiting for you, could easily be the one factor that tips the scale in favor of a new career in a new country.

Identify not only what separates your vision, your brand and your business MO from the rest of the pack, but also the quirks and traditions, the interpersonal dynamics and other elements that set your company apart from your competitors. Are you a karaoke-loving crowd? Is foosball a big thing in your office? :D Do you have a reading circle or monthly movie nights? Get it out there.

Endless rounds of applications, interviews and tests could be big turn-offs for attractive talent.

After all, your dream candidate is most likely used to being approached by various companies offering them jobs, and a short and sweet recruitment process could set you apart from the rest. In a worst-case scenario, you could lose your candidate to a rival if things move ahead too slowly.

That doesn’t mean you should take the recruitment process lightly – far from it. But make sure that the interview process is as well-crafted and efficient as possible, ask the right questions, involve the right people and respect your candidate’s time.

Whether you like it or not: Your hiring process serves as both a reflection of your company and a first impression, which we all know the importance of.