There are many nuances in recruiting foreign specialists, neglecting each of which can complicate your work. Many companies still struggle with recruiting, and recruiters make the same mistakes they did years ago. We have counted seven critical mistakes that recruiters make and spoil everything. Moreover, we met these errors both among novice recruiters in different companies and among experienced specialists.
1. Maximizing job requirements
The first mistake is that the requirements for hiring talent abroad for a potential applicant are maximized. This error reflects the position “We need only the best!” For example, a candidate needs knowledge of Spanish and French in his work. Candidates are thoroughly tested for this subject and are carefully screened out. And languages, meanwhile, a foreign specialist will only need to work with several product catalogs, that is, a real need for a language – at the level of the school curriculum.
2. Excessive formalization of requirements
The formalization of requirements is the flip side of the recruiting technology itself. Excessive formalization leads to a sharp reduction in the flow of candidates who could be interesting. To not become a victim of excessive formalization of requirements, you need to form your clear idea of the vacancy and the tasks that the selected foreign specialist will have to solve and, first of all, consider candidates from this point of view.
3. Lack of tracking the effectiveness of actions to attract talent abroad
It is essential to imagine the return on your efforts. When posting a vacancy on popular sites and in print media, you should be clear about how many resumes came from each advertising media and what quality they were. Otherwise, there is a chance to waste a lot of time and money regularly. How can you track performance? As a rule, this is quite simple. Use the vacancy codes, requiring foreign candidates to indicate them in the response letter. By receiving a resume with similar marks and recording their number, you get the opportunity to assess the degree of prospects of each of the advertising media and the response. This will allow you to focus your efforts on those areas of work that work.
4. Lack of information about the subject area
Starting to work with a vacancy, you may have very little knowledge of the subject area in which the required foreign specialist works. And it can also significantly reduce the efficiency and effectiveness of the recruiting process. Ignorance of the subject area will not allow you to carry out a high-quality initial screening of your resume, build a competent interview plan, find out the points related to crucial competencies for this specialist. As a result, the selection comes down to an assessment of personal characteristics and appearance, while the professional qualities fade into the background. To avoid this mistake, we recommend that you seek the assistance of international PEO services to find talent abroad. They will help you collect as much information as possible about the features of this profession, its intricacies, and its difficulties. Also, overcome the obstacle of the subject area.
5. Delay in processing information
The essence of the error is simple – you do not always process the resulting resumes with the proper speed. There are many reasons for this: from banal sluggishness to the peculiarities of the higher management, who prefer not to rush into making a decision. However, in the conditions of the modern labor market with an increasingly apparent shortage of qualified personnel, such an attitude to work leads to the fact that the specialist of interest gets a job in other “faster” companies.
6. Lack of a candidate assessment plan
Ideally, you should plan your interview procedure before interviewing a candidate. However, the interview plan implies a list of specific questions that will be asked to foreign talent, but a clear definition of the criteria that will be assessed when communicating with a particular candidate for a specific vacancy. Gaps in an applicant’s assessment automatically lead to an increased risk of hiring the wrong candidate. Therefore, it is vital to draw up a list of evaluated criteria before starting work with a vacancy and build interviews with candidates.
7. Lack of accompaniment of foreign talent after employment
It may seem to you that the mission has been completed after entering into a labor contract with the proposed candidate. However, there is still a difficult period of adaptation, during which the relationship with a foreign talent can suddenly be interrupted. And, as practice shows, the percentage of breakdowns in relations is relatively high during this period, not only due to the “non-compliance” between the employee and the employer but also as a result of a mutual misunderstanding of any aspects of the job duties or clauses of the contract.
Building recruiting work with a foreign specialist, with an eye on this list, you can significantly increase the efficiency of your work and move to a qualitatively new level of professionalism. We hope that our work will help make your job easier and more efficient.
