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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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Irish jobs market reaches 20-year high, as office re-entry drives unprecedented levels of recruitment activity

Irish jobs market reaches 20-year high, as office re-entry drives unprecedented levels of recruitment activity

Sigmar Recruitment today reports a record high number of job placements over April, May, and June 2021. The number of placements during this period is higher than any other quarter in the recruitment company’s 20-year history. Current figures are up 6% on the previous record set in 2019 before the pandemic. As one of the largest recruiters in Ireland, Sigmar has offices across the country and is present in all professional sectors. The first half of the year saw strong, consistent growth with job placements breaking all records in the month of May, with June accounting for the second-highest month ever. Commenting on the rebound of the labour market, Sigmar founding Director, Robert Mac Giolla Phádraig says: “The jobs market in Ireland has never been stronger or more buoyant than it currently is. We’re seeing several macro trends converge all at once, which is creating significant churn in the market. Remote working has literally opened up a world of new opportunities no longer bound by location. This is coupled with a rising tide of consumer confidence, as many professionals find themselves in a stronger financial position than before the pandemic. “The last 18 months has asked big questions of us all, and the humdrum of lockdown has created a desire for change which is now resulting in unprecedented numbers of people moving jobs. Employee loyalty is increasingly under question, with remote work being less enjoyable, many workers are now committed to the experience of work over the employer, adding further to the current levels of churn.” IT accounted for one-third of all job placements throughout the quarter, followed in order by Financial Services, Sales & Marketing, Accountancy, Life Science & Manufacturing, Office Support, Public Sector, Construction, Professional Services. Business confidence has also grown steadily over the course of the year, as vaccination gathered momentum. The “low-touch economy” is booming is sectors such as e-commerce, digital, and logistics. Says Mac Giolla Phádraig: “The resurgence of permanent recruitment is somewhat unique to how we’ve rebounded from previous downturns, where we typically saw flexible work return quicker.” Although the vast majority of job placement in Q2 were understandably remote, Sigmar reports that the tide is beginning to change with the majority of employers now committing to hybrid work over the coming three months. Mac Giolla Phádraig advises: “As we now choose our workplaces, at a time when the power dynamic has shifted to the employee, employers need to ensure adequate work practices to reconnect the workforce with the workplace equitably. There is an inherent risk that new workforce inequities may emerge, such as “proximity bias”, where those closest to the centre of influence get greater recognition and therefore promotion opportunities as opposed to remote workers. When it comes to individual contribution the opposite could be argued that remote workers get the benefit of having less in-office distractions and their output is therefore greater.” 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 opens up new experiences and possibilities, which are now being explored on a scale never before seen.” He adds, “if we thought the war for talent was tough, just wait for the battle of attrition. It’s now emerging as the number one challenge for businesses across the globe.”