Orange-Line

International Recruiting Methods

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Author: Salvatore Corradi – FM Chairman

For a company that has the prerogative of being or becoming global, knowing the distinction between the different recruiting methodologies that are implemented in different countries is a fundamental notion. Practices vary from one country to another and, for this very reason, HR consulting agencies operating internationally must keep up to date, as must a candidate hoping to get a job in a foreign country .

So what are the favorite tools of recruiters operating in different countries of the world? Social networks, Job boards, external recruiting companies or word of mouth are, in general, some of the main roads taken by recruiters, but you know, “when in Rome, do as the Romans do”, so the ability to adapt is essential.

Starting from European habits, it is possible to highlight how, according to a study conducted by Stepstone, out of six countries examined (Germany, France, Denmark, Austria, Sweden and Belgium) only 2% of recruitments were made on social networks. This figure might seem a contradiction if we consider the fact that the new generations of graduates are much more inclined to recruit via social media, however this does not mean that these countries detached from the use of digital platforms. On the contrary, European companies know very well how to exploit their networks, but they simply do it differently from other countries. Demonstration of this fact is that 24% of such hiring takes place through digital channels within companies, such as applications received on company websites or from the activation of internal recruitment networks.

Diametrically opposite is the situation in the United States, where searching for and offering jobs on LinkedIn and Facebook are on the agenda. However, the incidence of recommendations is even more relevant: in fact, the recommendations are the basis of 20-30% of recruitments in the USA. A candidate advocated by a staff member or a trusted person is fourteen times more likely than another to be chosen. Furthermore, compared to Europe, it is much more difficult to suggest someone who is part of your family unit; the odds increase, on the other hand, for a candidate known during college or previous work experience.

Following the considerations examined it is clear that, despite the recommendation component, there is no real “hidden market” in the recruitment field. The majority of the available jobs are advertised through the job boards to which anyone has access: in India, the hires made following online contact make up 60% of those taken into consideration, in the same way in China, where Viadeo is a social network that has revolutionized the way of recruiting. Despite this, the interviews are still of vital importance in the analysis of a candidate’s professional career (think for example of a country like Italy which is closely linked to the most relational form of recruitment).

Young graduates are therefore ready to cross the borders for a job search abroad, which requires knowledge of some subtleties and habits of companies and of the candidate-employer relationship. Always remember that a useful solution to find support and advice in these situations is to rely on Cross Culture services.