International recruitment
For years now, the shortage of skilled workers has been widening, and since Corona in particular, the situation has become increasingly acute, leading to a reduction in sales for many companies. Due to the demand for immigrants, which in Germany is around 400,000 people per year, it is advantageous for companies not only to establish themselves on the German labor market, but also to recruit new skilled workers abroad.
This is why you should recruit internationally
Personal advantages of the international labor market
Not only do companies benefit from international recruiting, but so do employees themselves. The opportunity to work abroad can bring a variety of benefits:
Consolidate independence
Build self-confidence
Develop communication skills
Improve foreign language skills
Expand your professional network
International remote working is also a beneficial way to increase diversity in a company. Both companies and employees can gain from this way of working.
In this concept, there is an opportunity to engage in a professional activity where one is not bound to the presence of a particular location.Thus, employees can work from anywhere and are not restricted in their lifestyle. Employers, on the other hand, have the opportunity to establish themselves internationally on the labor market and to address a wider range of potential employees.
The corporate values
As a company, one of the most important steps is to communicate its corporate values to the outside world and thus position itself in the job market. Tolerance, diversity and open-mindedness are decisive values which are indispensable for a successful company, especially in view of the increasingly global diversity.
Even the existing workforce has the opportunity to benefit from international recruiting. Diversity in the workplace promotes creative exchange, increases productivity within a company's own team and can improve overall customer understanding. International employees offer them the chance to reach a whole new target group and further expand the diversity of the clientele, thus perfecting customer orientation.
Demographic change
In view of the age structure and the steadily growing proportion of older people, economic growth would be exposed to a massive risk without annual immigrants and skilled workers from abroad. Without immigrants, the skilled workforce would decline by around 16 million people by 2060 . With an international workforce, companies can therefore counter the challenges of demographic change and thus promote the overall growth of the national economy.
The process of international recruitment
Thefirst step: creating an employer profile.The employer profileis the foundation in the search for new professionals, where you as a company can determine what basic qualifications potential employees should bring.
In doing so, you should make sure to be authentic, honest and innovative. In this way, you can set your company apart from the competition and immediately indicate what requirements you have of potential applicants.
It is up to each company to determine exactly what their particular requirements for the job are, but it is recommended, especially when recruiting internationally, to emphasize the language skills that will be needed in the job. Is it necessary for the job to have an English language level of C1, is a level of A1 sufficient, or is it possible that no English language skills are needed at all?
Select the ideal recruiting countries
The second step: In order to find the right employees for your company, it is important to analyze in which countries you want to conduct your search for specialists. When recruiting, they should keep in mind that Google for Jobs is not available in every country.
Furthermore, when selecting countries, you should consider country-specific recruitment channels when approaching candidates and ask yourself the following questions:
What does the current labor market look like there
Is it advantageous for your company to expand its network in exactly this country?
Do you have employees in your company, possibly already from this country, who can support you in the search with relationships or significant knowledge?
Keep in mind that if a company culture works in a particular business, it does not mean that the same culture will work for employees from other countries. Keep an open mind and don't be afraid to step outside your comfort zone.
The benefit of having a global workforce is that it gives you, as a company, a chance to learn about and potentially attract new qualities and attributes that are recognized in those countries.
Checking the legal basis
The third step: If you have decided to hire international employees, it is necessary to find out about aspects such as work permits and residence permits from the outset. You should note the relevant factors in the requirements profile of your job advertisement.
Design of the application process
The fourth step: Digital recruiting has attracted more and more attention in recent years and has been a household name for every company since Corona at the latest. International video meetings and interviews in different time zones are now part of everyday life. As a company, you should consider up to which application stage you would like to keep the process digital and should communicate this clearly in your job advertisement.
Probably the most important step in the design of the application process is the selection of the platform on which you want to publish your job advertisement. In Germany, there are various evaluation platforms for this purpose, but they all have one common flaw: Their popularity is not represented internationally.
Google is, with a worldwide market share of 92%, the largest international search engine and Google for Jobs is often called the largest job board in the world - so why not use this reach for your own recruitment of new employees?
SEO for Jobs specializes in the search engine giant, assisting you in placing your job ad and offering you numerous advantages in your search for new professionals.
Apart from recruiting in your country and in the area around your company, SEO for Jobs helps you to recruit internationally. So now, if you have posted a job ad locally, but you also want to search for professionals abroad, you can easily duplicate your job and specify, for example, that you want to offer "remote working" in another country.
When posting your job ad, you can specify the location where you want to post the job. With the Business and Enterprise plans of SEO for Jobs, you get the advantage of proximity search. If you want to search for new professionals in Brazil, for example, the feature ensures that your job ad will be published in the surrounding locations without any effort on your part. This increases the findability within your catchment area and gives you a wider reach.
To make your job ad local, we recommend that you use Google Translate. This has the advantage that your job posting will be displayed in the appropriate local language, which can lead to a higher number ofapplicants, as potential applicants are more likely to feel addressed.
Onboarding
The fifth step: onboarding is the process of integrating new employees into the company, the workforce and the work process. Onboarding usually starts before the first day of work, begins with the definition of the scope of duties and continues through the acclimatization phase.
In this part, they have to distinguish between the"on-site" employees and the "remote workers". It is self-explanatory that professionals working for your company abroad cannot receive the same support as your present employees. In this case, clarify the individualities in advance.
Intercultural onboarding is about integrating and supporting the specialists and managers who were recruited internationally and are now part of your team, and familiarizing them with their area of responsibility. Depending on nationality and origin, there may be differences in the understanding of communication, culture, expectations and management structure in this area.
In the phase in which the employment contract is sent out, it is advisable, if necessary, to support the new employee with regard to the visa and possibly to provide a contact person who facilitates the acclimatization phase and the familiarization process.
International recruitment is therefore not only a good idea to boost the national economy, but also to establish diversity, dynamism and variety in your company. We at SEO for Jobs are happy to support you in this process and help you find the right employees for your business.
