International Recruitment has always been a part of the Talent Acquisition Industry so I’m sure that most of us will be familiar with the process especially since we’ve gone through it at some point of time. When it comes to US Staffing or UK Staffing we’ve encountered that as well while going up the Career Ladder.  But what are we supposed to do when we’re doing Asian hiring i.e. seeking Talent to fill China position and are looking for Shanghai Talent?

Staying on the topic at hand we @SourcingAdda decided to conduct our popular Wednesday’s discussion on, “Need for Functional Guidance for International Recruitment” as suggested by our Gujarat Group member Dimple.  And here’s what we’ve discovered…

The discussion above clearly highlights all the information one might need if they plan to branch out into International Markets. The important aspects to remember are the challenges you’re sure to face, what aspects you need to bear in mind such as knowing how the process functions, the charges, the tools to utilise, your approach and most important know your Clients and what are their expectations.  Too much to take in then we’ve simplified it, right down to the key take a ways, so here they are…

Challenges faced

• Sourcing for Talent to fill International positions is difficult without the necessary tools and skills at your disposal and if you’re a first timer

• Sourcing for China, Malaysia & Indonesia is difficult when local job posting and job portals are a bit costly

How does the International positions to be filled function?

Functions

1. UK agency rates are pretty high
2. Each country has different norms

Fees or Charges

1. Agencies specialising in technical recruitment cost around 18% to start with
2. Consultants work on retainer basis and fees start with a min of 18 – 20 percent
3. Anz – 18-20%
4. China/HK – 25% standard.
5. US/Canada – 15%-20%
6. Middle East – 15%-20%
7. Internationally markets pay 25-30â„… fees

Tools & Portals to utilise

1. Use portals like my space, career builder, the ladders, Indeed is for all countries,  Simply hired, linkup,
2. For gulf hiring use Naukri gulf, bayt, gulf talents, indeed
3. For UK hiring use REED
4. For tech profiles use Monster

The approach

1. Identify your target candidates and industry and choose which portals to use accordingly
2. There’s a demand for recruiters with specialization or niche hiring skills

Know your Clients

1. Companies across the world are cost conscious and ensure that the local talent isn’t deprived.
2. Need to give them people they cannot find themselves
3. Requiring a good enough justification about the relocation & the premium being paid.
4. Have in-depth candidates & client relationships and expect top notch talent
5. Market Mastery is the focus so that both clients & candidates depend on the specialist
6. Clients are clear about what they want i.e. the best in the preferred field with a willingness to hire Talent from India, Malaysia, Taiwan or China if required.
7. The requirement being a preference for local language skills & culture fit
8. It’s about setting expectations on both sides & much more complicated than mere keywords search or downloading from portals

Since you’ve read up till here did you find this information enlightening? If yes,  then why be a reader instead join us and add to your knowledge by following us @SourcingAdda to receive real time updates and be an active participant. I’m sure you’ve got something more to add so do leave your views in the comments section.