recruiting internationally

4 Things To Keep In Mind When Recruiting Internationally

recruiting internationally

There comes a time in a company when national recruitment isn’t enough. A lack of talent (or niche talent) pushes recruiters to look overseas for candidates. An international recruitment process is not hard, but it is lengthy and requires a lot of attention and planning. The following are some points to keep in mind.


Cultural Differences and Awareness

When interviewing for a possible new role enthusiasm and genuine interest is paramount from the candidate. Otherwise interviewers automatically think that a new role is not of interest to the candidate and that the process is boring them. Despite this, there are certain national characteristics of some countries that will likely stand out during the recruitment process; some candidates may appear disinterested and unenthusiastic but really are serious and reserved. They are aware that this is a process in which they have to prove their abilities and skills. Taking into account that they have been contacted from a different country with a sudden job offer, they have a right to hold back a bit until they’ve done some background checks on you and the company you work for.


Relocation Package

Will a relocation package be included in the hiring process? A fair question considering the candidate is either applying from abroad or was called by you and it will definitely arise. If relocation assistance is provided then this is great news for both sides as your job offer is now more attractive. If offered the job without a relocation package there is still a chance of negotiating an arrangement that would benefit both parties.


Last Minute “Heartbreaks”

Candidates withdrawing on short notice, candidates missing their flights, bad internet connections, etc. All of these things will happen when recruiting internationally. There’s no way to avoid the unpredictable, but there is a way to handle each situation. With a bad connection there are always other alternatives (conference calls, Google Hangouts, traditional phone calls) that will ensure clear communication and understanding. Candidates that withdraw all of the sudden usually have some unanswered questions and misconceptions about the role/location/company so addressing these questions will surely shed some light and make them reconsider their decision.


Useful Info

A trusty hiring sidekick is a collection of guides, brochures, videos and maps for candidates which helps inform them about the city they are relocating to. Include information about the company so that candidates will understand the goals of the company and know what to expect if they accept an offer. It saves a lot of time and offers a concise perspective.


International recruitment processes can be difficult but they enrich companies culturally and break down stereotypes and misconceptions.

Posted by Recruitment Consultant, Sigmar on 7 December 2017

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Resignations Surge in September as Offices Re-open

Resignations Surge in September as Offices Re-open

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The figures released today top previous results recorded in Q2, 2021, with September recording the best single month ever in the 20-year history of Sigmar. Job orders in the first two weeks in October are trending higher than any single full month in the company’s 20-year history.   The first half of the year saw strong, consistent growth with job placements, peaking initially in May. Summer months remained as strong, peaking once more in September. Robert Mac Giolla Phádraig, founding director of Sigmar believes that the request to return to the office in September has caused employees to revolt, as they do not wish to return to pre-pandemic conditions and practices..   Commenting on the tightening of the labour market, Mac Giolla Phádraig says: “Demand for talent has remained at an all-time high for the second quarter in our 20-year history. It was somewhat unusual not to see demand abate over the summer months. Indeed, demand continued to increase over the summer, resulting in September’s record results. The rate of job requests  in the first two weeks of October is unprecedented, indicating continued in Q4 and raises the question of the sustainability of talent supply.   “Remote working has literally opened up a world of new opportunity no longer bound by location which is creating significant churn in the professional skills market. This last 18 months has seen employees demand greater flexibility. The request to return to the office by employers in September has prompted employees to reconsider whether they recommit or resign. Many are resigning.”   Mac Giolla Phádraig likens remote work to long-distance relationships, which in many cases don’t work out. “We’ve gone from “living” with our employees in an office environment to long distance relationships, which often sees commitment recede over time. The context of location also opened up new experiences and possibilities on a scale never before seen. In September, many employers have asked employees to “trial” living together once more, which in some cases leads to a reunion or in others to separation.   "Another factor, on the employee side is that of identity and how what we do makes up part of who we are as individuals. “This last 18 months has asked big questions of us all, mainly how our working lives interact with our lives and how we identify with our working lives. In the absence of a workplace we’ve reassessed the balance between who we are and what we do, resulting in lesser commitment to our working selves and therefore to our employers. Employee loyalty has therefore become increasingly under question with many workers are now committed to the experience of work over the employer, adding further to the current levels of churn.”     Talent Shortage Economy Recruitment for both the on-site and remote talent remains the single largest threat to the Irish economy. Says Mac Giolla Phádraig: ”We are seeing two macro trends converge at once, compounding demand for talent across all sectors – (1) supply of labour and (2)shortage of skills.”   The “high touch economy” for on-site labour in sectors such as construction, logistics, retail and hospitality are currently experiencing severe labour shortages. The disruption to international talent supply chains have caused significant bottlenecks to the supply of labour,  particularly effecting on-site, lower skilled jobs. On-going travel restrictions and pace vaccine rollout continue to impede immigration globally, but as an island nation we are now seeing the impact of this as demand recovers at pace.   The “low-touch economy”, on the other hand, where remote work is viable is experiencing greater churn due to the expansion of opportunity for skilled workers, shift in motivation, identity and desire for flexibility. This is now being experienced more acutely in Ireland as offices re-open and employees now vote with their feet, in choosing to resign over reengaging with employers in many cases. Demand has been particularly strong in IT, Financial Services and Life Sciences.    He adds: “If we thought the war for talent was tough, just wait for the battle of attrition. Retaining workers rather than attracting them is now emerging as the number one challenge for businesses across the globe.”