With regard to international recruitment, we wanted to know to what extent companies are already looking for candidates abroad. Some studies in this field have been conducted recently, so let’s have a look. The following questions are of special interest for us:
To what extent are companies already recruiting applicants outside of Germany? What are the typical difficulties when it comes to international recruitment? What are best practices in international recruitment? How many applicants are effectively willing to work outside their native country?
Nevertheless, currently 3% of those companies stated that they select personnel from abroad “frequently” and 19% said “regularly”.
Even though many companies are aware of the many advantages of an international workforce, there are still only a few who actually recruit internationally; 50% of the companies who participated in a recent study called ‘Recruiting Trends 2013’, said that international recruitment will play an “important” or “very important” role in 2017.
European candidates are particularly mobile
Most applicants seem to be enthusiastic about working abroad; on global average, 68% of the international participants would be willing to work abroad. European workers are particularly mobile. The majority of the European respondents (42%) considered their global mobility to be “very strong”. They especially hope to improve their career opportunities (49%). The least frequently named motivation (average of 10%) was to work abroad for personal or family reasons.
Learn from the best – What do top employers do better?
International recruiting is challenging for companies, hiring departments and operating departments alike. Top challenges are the complexity of processes, coordination issues like scheduling conflicts and the risk of high costs.
In its study in 2013, The Jeitosa International Group examined , what Top Employers, which are especially successful in recruiting on a global level, do better than others. The three key findings are:
- Strategy: Top performers have the local business units involved in the strategic planning and avoid centralisation twice as often.
- Quality: Top performers show a stronger focus of 25% on quality management and selecting the right personnel selection methods.
- Technology: Top performers often use sophisticated HR technology
Want to read more on Top Performers? Discover how Bertelsmann successfully seized the challenge of recruiting international talents for their event “Talent Meets Bertelsmann”.
Still, the question of how to successfully overcome the challenges still remains.
We think that many of those challenges can be solved using innovative solutions such as video technology, not only because Forbes declared that in 2014 “… an explosion in the use of video has created a need to continuously invest in HR technology.”
Some smart software solutions can help considerably in making selection processes better and faster – a huge advantage for companies and candidates alike. Especially on-demand video interviewing can take international talent acquisition to the next level. If you want to know more about the use of asynchronous video interviewing, we recommend this video.
Would you like to learn more about how automated asynchronous video interviewing can help you to efficiently recruit internationally? We have developed a state-of-the-art video interviewing software, the interview suite, that enables you to easily identify the most qualified candidates early in the process.
Global Talent Mobility Survey 2011, Intelligence Group in cooperation with The Network
Leading Recruiting Trends 2013, Monster Worldwide Deutschland GmbH
Practices of Top Performers 2013, Jeitosa International Group