International recruiting is no longer exotic. For multinational corporations and companies that operate worldwide, it is crucial for everyday operations. Even for smaller companies it has become increasingly important. There is little literature concerning international recruiting strategies that looks beyond expatriates. We will have a closer look at \u201cinternational recruiting\u201d with a three-part series. This first article looks at strategic issues in international recruiting.<\/p>\n
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There are three different approaches to international recruiting. Before making a decision on which one to use, the company should carefully consider the different aspects. This could include processes and legal issues in the country of interest, or firm-specific factors like their general international strategy, or economic dependence on the country in consideration. None of the approaches are superior to the others; each has their own advantages and disadvantages. Often different approaches can be integrated in a company at the same time, depending on the positions that are being recruited.<\/p>\n
These strategies may seem like they are only for large, global organizations. But that\u2019s inaccurate. Every company that has at least one overseas company should consider this question: Should we send our managers or recruit locally for people to establish our new overseas team? <\/strong><\/p>\n Whenever a company decides to recruit employees in the host country, even when the recruiting is done completely by the overseas company, they should carefully consider which tools to use. The anticipated and accepted forms of applying can vary between countries. This is something to keep in mind when making these decisions.<\/p>\n In their analysis, researchers Roe and van den Berg came to the conclusion that: countries that are geographically and culturally similar, use similar selection tools. <\/strong> But what exactly does this mean? In the northern parts of Europe, recruiters rely heavily on biodata and less on costly formats such as assessment centres. The latter are more popular in England and the Netherlands.<\/p>\n Germany<\/strong> is somewhere in between, many recruiters still rely on biodata, though the trend is to move away from reducing an applicant to their CV The fear of losing talented individuals early in the application process just because of grades or time spent finishing their degree is prevalent<\/strong> Some of the major German companies, like die Deutsche Telekom AG recently showed that they were only able to find 20% of their new hires because they qualitatively enlarged their pre-selection process.<\/p>\n In southern European countries<\/strong> recruiters often rely on psychometric tests and less on CVs and references. As for E-Recruiting, Germany\u2019s recruiters, in comparison with their European colleagues, show the most positive reactions towards online testing. Germany is grouped together with Norway, Austria, England and Belgium in this regard.<\/p>\n In their 2003 review, Roe and van den Berg aptly stated that:Recruiting in Europe is conservative <\/strong>. New topics and developments are integrated very slowly. Too slow. The past 10 years has seen more change in professional life than the past 100 years. Nevertheless, recruiting still stagnates at an early stage and must learn to adapt quickly. No matter which strategy is used to expand internationally: processes and methods need to be innovative! <\/strong>. Currently the American market is the pioneer, because they like innovation and are willing to experiment<\/strong>.<\/p>\n Landy, FJ & Conte, FM (2013). Work in the 21st Century: An Introduction to Industrial and Organizational Psychology. 4th Edition. Hoboken, NJ: Wiley.<\/p>\n Roe, R. & van der Berg, P. (2003). Selection in Europe: Context, Developments and Research Agenda. European Journal of Work and Organizational Psychology, 12(3).<\/p>\n In the next issue in the “International Recruiting” series will give you further insights into this area from our expertise.<\/p>\n International recruiting is no longer exotic. For multinational corporations and companies that operate worldwide, it is crucial for everyday operations. Even for smaller companies it has become increasingly important. There is little literature concerning international recruiting strategies that looks beyond expatriates. We will have a closer look at \u201cinternational recruiting\u201d with a three-part series. This […]<\/p>\n","protected":false},"author":8,"featured_media":7592,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[1],"tags":[],"yoast_head":"\nWhat recruiting methods and tools are used in international recruiting?<\/h5>\n
How is international recruitment?<\/h5>\n
Further Reading<\/h5>\n