In our interconnected world, borders can often seem like little more than a concept. With every leap in technology, the world gets a fraction smaller. It’s not surprising that hiring across countries is increasing in popularity.
There are several reasons why a business would look beyond borders for a candidate. International hires bring fresh perspectives, new expertise, and cultural insights. For businesses looking to expand into new territories
However, hiring the best candidates requires an investment in human resources. Recruiters face challenging conditions in today’s market — competitive packages, sign-on bonuses, and relocation allowances are insufficient to lure top talent to foreign lands.
To help you elevate your recruitment strategy, we’ve compiled a quick guide to attracting the best candidates from a global talent pool.
Defining the Hard-to-Fill Dilemma
While every industry has its unique challenges, the “hard-to-fill” dilemma has similarities across job profiles. Before we outline the best strategies to attract and retain top talent, we might consider the factors driving international hires. Here are a few reasons why you may be struggling to find a suitable candidate and may need to consider a global talent pool:
Specialized Skill Requirements
The IT, healthcare, and engineering industries are notorious for requiring highly specialized individuals with the right qualifications and experience to fulfill roles. However, skills gaps can exist across the board due to the “brain drain” and even danger associated with roles (undersea welding is not for everyone). Finding suitable candidates can be incredibly challenging in a limited talent pool, and recruiters must often broaden their catchment area to find the right person.
Undesirable Locations
Candidates for sought-after roles typically base their decision on more than the title, package, and benefits. Recruiters frequently struggle to fulfill a role because the placement is in an isolated, remote, or unappealing location. If a hire has to relocate with a family, schools, safety, and overall quality of life will be a significant determining factor.
Lack of Competitive Compensation
Competitive compensation isn’t just about offering the highest number. Candidates will also consider market rates, flexibility, hybrid working arrangements, and incentives. Candidates seek competitive and holistic compensation, including paid time off, benefits like parental leave, healthcare, and annual bonuses. According to statistics, only 13.5% of job postings contain information on remuneration. Candidates only seriously consider postings where all the information is readily available.
Overly Restrictive Job Descriptions
Job postings that are too narrowly defined or too broad in scope can inadvertently discourage otherwise suitable applicants from pursuing the opportunity.
Shrinking Talent Pools
In certain industries or regions, the simple lack of available candidates with the necessary skills and experience can create a significant hiring bottleneck. Overcoming these hurdles requires a strategic, multifaceted approach to recruitment that goes beyond posting job ads and hoping for the best.
Let’s explore some proven strategies that can help organizations attract and secure top talent for their hard-to-fill vacancies.
Leveraging Niche Recruitment Channels
The recruitment landscape has changed over the last few years.
Posting a vacancy on a job board or platform like LinkedIn or Indeed may be the quickest way to find candidates, but this doesn’t always work for niche or hard-to-fill roles. Experts suggest focusing on specific platforms, online communities, and industry-specific channels that are more likely to attract candidates with the right qualifications and experience.
This targeted approach allows you to showcase your employer brand and the unique benefits of the role to a more relevant and engaged pool of job seekers. To make your job postings as compelling as possible, include details about the position’s responsibilities, required qualifications, and competitive compensation.
Tapping into Passive Talent Pools
Passive talent pools refer to recruiters seeking out candidates that are currently employed, and not actively seeking new job opportunities. These individuals are open to making career moves, allowing recruiters to access a broader talent pool.
HR managers are encouraged to leverage professional networks and industry associations to identify and connect with potential candidates with the skills and experience required to fulfill the role.
Encourage Internal Mobility
Good international candidates don’t always have to be new hires. This is especially true of businesses with global operations. Internal mobility is an excellent tool for accessing a global talent pool and offers several benefits for an organization which include:
Access to a global talent pool
Enhanced skills development and international experience for employees
Improved ability to attract, retain, and develop top talent globally
Increased operational efficiency and reduced risks
Deepened cultural intelligence and diversity within companies
Improved decision-making and problem-solving capabilities
Optimize the Hiring Process
One area that creates a barrier to attracting in-demand international talent is the actual hiring process. With multiple rounds of interviews, aptitude and technical tests, and psychometric evaluations, international hires may find the hiring process frustrating. Other sources of frustration during the recruitment process include a lack of communication, requests for unpaid work to determine quality and
Leveraging Employer Branding
Maintaining a company’s reputation is essential. Attracting and retaining high-quality international hires in hard-to-fill positions. There are several ways to leverage your brand, which include:
Leveraging employee advocacy and testimonials
Embracing transparency and authenticity
Tailoring recruitment marketing strategies
Investing in employee development and growth opportunities
Measuring and monitoring employer brand reputation
By crafting a compelling and consistent employer brand narrative, you can effectively communicate the unique value proposition of working for your organization and capture the attention of top talent in your industry.
Partnering with Specialized Recruiters
For niche or hard-to-fill roles, consider partnering with specialized recruitment agencies or head-hunters with deep expertise in your industry and access to vast talent networks. These professionals can leverage their extensive industry connections, market insights, and sourcing capabilities to identify and vet candidates that may be difficult for your in-house team to reach.
Specialized recruiters have experience finding and hiring candidates for specific roles or industries. They can assist in overcoming hiring challenges, particularly in fields with high demand for skilled talent.
When selecting a recruitment partner, look for firms with a proven track record of success in your industry, robust candidate vetting processes, and a commitment to delivering a positive experience for clients and candidates.
Optimizing Employee Referrals
Your current employees can be valuable in your efforts to fill hard-to-fill positions. By implementing an effective employee referral program, you can tap into your workforce’s personal and professional networks to uncover qualified candidates who may not be actively searching for new opportunities.
Incentivize your employees to refer their connections by offering attractive rewards, such as cash bonuses, extra paid time off, or charitable donations. Ensure that your program is well-communicated, easy to use, and provides clear guidelines on the referral process and eligibility criteria.
Employee referrals can be a powerful way to find candidates for hard-to-fill roles. Your current employees understand the job requirements and can make high-quality recommendations from their personal and professional networks.
Not only do employee referrals help you access a wider talent pool, but they also tend to result in higher-quality hires who are more likely to be a strong cultural fit and remain with your organization long-term.
Fostering Partnerships with Educational Institutions
Consider building relationships with local colleges, universities, and vocational schools for entry-level or junior-level hard-to-fill positions. These educational institutions can serve as valuable talent pipelines, providing you with access to a pool of highly motivated, skilled, and trainable candidates.
Participate in university campus career fairs, host on-site information sessions, and collaborate with faculty to develop internship or co-op programs that allow you to identify and nurture promising young talent.
By investing in these partnerships, you can fill your hard-to-fill vacancies and build a sustainable pipeline of future hires.
Conclusion
In the past, using headhunters and agencies provided a surefire way to recruit and attract top international talent, and a handsome paycheck with lucrative benefits provided plenty of incentive for new hires to stay. In a post-pandemic environment, in-demand hires have the luxury of choosing their posts in a sea of offers. To attract talent in hard-to-fill roles, HR managers must get creative with recruiting methods and talent retention strategies.
