Top International Recruitment Methods
Overseas human resources (HR) managers must determine the global competitiveness of possible applicants during the hiring process while recruiting for international operations.
Multinational organizations’ employees must also understand the subtleties of international commerce. Consequently, foreign expertise and experience must be considered as criteria in the recruiting process.
But that’s not all—the international human resources department must have a comprehensive understanding of the talents and availability of HR in various global labor markets.
The HR department must anticipate changes in these marketplaces and use those developments to their advantage. A genuinely global HR team would insist on employing personnel worldwide and placing them across the organization’s foreign business operations.
The IHRM Recruitment Methodologies stated below may be used by an organizations’ HR departments to find employees for their global operations.
- International Recruitment Methods
- 1. Ethnocentric Approach
- 2. Polycentric Approach
- 3. Geocentric Approach
- 4. Regiocentric Approach
- 7 Strategies For Effective International Recruiting
- 1. Do Your Research
- 2. Find Right Sourcing Channels
- 3. Embrace Cultural Differences
- 4. Understand Local Compensation Expectations
- 5. Understand the GDPR
- 6. Utilise the Advantages of Structured Hiring
- 7. Support the Right Tools and Technology
- Final Thoughts
International Recruitment Methods
1. Ethnocentric Approach
Countries having branches must decide how to select the right people at the management level. Ethnocentric staffing refers to the hiring of management from the same country as the parent company.
In other words, an ethnocentric approach refers to a company’s hiring solely citizens of the parent country to work in host countries. Expatriates from the source country typically fill higher-level international posts.
The ethnocentric strategy assumes that workers from the parent nation will successfully convey the headquarters’ interests and strong affiliation with the parent country.
In this strategy, there are four parts to the recruitment process:
- Building a candidate pool
- Assessing technical capabilities
- Reaching a joint conclusion
The employee decides on his future course of action in the worldwide arena through self-selection. The employment database is then built by the company’s workforce requirements for worldwide operations.
The database is then analyzed to select the best and most qualified candidates for global assignments, a process known as technical skills evaluation.
Lastly, the best candidate for a foreign project is picked and sent abroad with his permission.
The ethnocentric strategy places natives of a company’s home nation in senior positions at home and overseas. In this case, the parent firm in the United States places native Americans in high-ranking positions both in the United States and Mexico.
2. Polycentric Approach
We hire natives to fill our posts in a host country since we take a polycentric hiring process. We could, for example, post job openings on local employment boards or sign a contract with a local staffing firm.
A polycentric approach is a company’s recruitment style that limits candidates to a country’s natives. This technique’s goal is to minimize the cost of international operations steadily.
Even businesses that start with an ethnocentric approach may gradually consider a polycentric one. Delegating management to locals is ensures that the company better understands the political situation, the local market, legal and cultural requirements.
Companies that use the polycentric technique usually have a specialized HR department that controls the company’s human resources in that location.
Many international corporations with branches in sophisticated nations such as the United Kingdom and Japan use this method to hire executives to oversee the subsidiaries.
3. Geocentric Approach
A geocentric approach refers to a company’s strategy of hiring the most qualified people for its available roles, regardless of their nationality.
This technique is used by companies that are genuinely global since it employs a globally integrated corporate strategy.
This strategy is challenging to implement since HR operations are constrained by various issues, including political and ethical considerations and government regulations.
On the other hand, large worldwide corporations have had a lot of success with the geocentric strategy.
Organizations usually engage personnel agencies/advisors with international ties and reputations to source candidates for global recruiting, especially on foreign land, in addition to the traditional sources.
Worldwide organizations must establish an internal database of workers and an excellent tracking system to identify the most suited people for international postings.
The geocentric method employs the finest available managers for a company, regardless of where they are from. In this case, the UK parent firm employs people from various countries at its headquarters and its US subsidiary.
4. Regiocentric Approach
The Geocentric Approach is among the international recruitment approaches in which multinational corporations hire the best individual for the position regardless of nationality.
Managers from different countries within a business region are used in the regiocentric strategy. Although the managers operate autonomously in the region, they are rarely transferred to the corporate headquarters.
Organizations can tailor the Regiocentric strategy to fit the company’s and product’s goals. Natives of the area are hired when localized expertise is required.
If product expertise is critical, an organization can bring parent-country nationals in because they have easy access to corporate data sources.
One disadvantage of the regiocentric strategy is that regional managers may not understand the headquarters ’ management viewpoint. Furthermore, business headquarters may not have enough internationally-experienced managers.
Managers from diverse countries are placed within the geographic regions of a company using the regiocentric concept. For example, Americans wholly staff the parent company’s headquarters in the United States. On the other hand, European nationals can manage the Italian subsidiary.
7 Strategies For Effective International Recruiting
With the battle for talent becoming increasingly fierce, an increasing number of businesses recognize the need to expand their hiring tactics worldwide.
When an organization considers hiring locally vs. globally, there are some subtle differences to each approach. Consider the pointers below on how to start implementing an international employment strategy.
1. Do Your Research
When deciding whether to hire locally or abroad, it’s crucial to remember that you shouldn’t rely on the expertise you’ve already acquired and apply it elsewhere.
2. Find Right Sourcing Channels
LinkedIn is an excellent starting point when looking for local talent, and it also works well when hiring globally. However, it shouldn’t be your only tool, especially if you’re looking to hire a broad spectrum of people.
Several towns have local job listings, underrepresented groups for professional networks, and Slack groups that can help you get a better feel of the local candidate pool and employment market.
3. Embrace Cultural Differences
It’s crucial to remember that demographics vary from place to place or region to region; therefore, your sourcing techniques may need to be diversified to account for this.
It may seem self-evident, but if you’re hiring globally, you may need to avoid using specific idioms or colloquialisms that you’re used to in your home country. They might not be appropriate for the target audience.
It’s also vital to consider tone, especially when communicating with applicants for the first time. In some cultures, you may need to use a more formal style while using a more casual and conversational tone with others.
Since it may not be the usual in some cultures for applicants to speak confidently about their numerous accomplishments, you may need to tweak your interview questions to dig a little further to see if they meet all of the criteria or attributes.
If you’re used to recruitment in countries where English is predominant, you’ll need to adjust for grammar, accents, and fluency if you’re now hiring in one where English isn’t the norm.
Throughout the process, make sure to talk clearly and patiently with candidates. You can be flexible here unless language fluency is a necessity of the job. Concentrate on the content of the candidate’s remarks rather than how they are delivered.
4. Understand Local Compensation Expectations
In some nations, inquiring about a candidate’s previous and present wage packages is permissible, but not in others. Before starting the initial interview, do some research on local compensation demands and how to approach this complex topic.
Rather than asking a prospect about their current income, you should question their compensation expectations for the position you’re interviewing them for.
You should also understand the currency value in the country where you’re hiring so you can confidently discuss compensation ranges with prospects.
5. Understand the GDPR
Regardless of the jurisdiction, the most crucial rule regarding data security legislation is always to be compliant.
Different regions have different rules during hiring, so being informed of restrictions regarding minimum pay, medical benefits, leave/vacation policies, notice periods, and other factors are critical.
It may not be feasible to know about every set of requirements; therefore, engaging external counsel may help.
Depending on how many individuals you desire to hire in a specific region, you should explore multiple hiring solutions.
If you just plan to hire a few people, employing them as contractors may make sense; however, if you have long-term ambitions to expand your team in this location, you may want to explore creating a professional employer organization (PEO) or a local legal entity company.
When it comes to the participant’s legal right to work in that country, each country will have its set of rules. Find out if the candidate is qualified to work and if they’ll need your company to sponsor their visa.
6. Utilise the Advantages of Structured Hiring
Structured hiring will help you and the team make fair, and fair decisions when hiring internationally.
7. Support the Right Tools and Technology
Investing in the hi-tech is the reward of a smoother, more transparent hiring process for candidates and a well-organized, effective hiring process for your company.
The advantage of international recruitment is that it can help you expand your talent pool.
The talent pool you have could become limited at times, and you may not find the high-quality candidates you desire. Selecting applicants from other countries will help in such a case.