Let’s face it, recruiting globally is tough!  To have success when recruiting internationally, you need an understanding of what places the best international contacts hang out.  This seems no different from recruiting in the US, however, with one major difference.  Most of these job boards and recruiting channels will differ based on the country you are looking for candidates in.

While recruiting internationally shares many similarities with what you do in recruiting already from sourcing and recruiting best practices, it is a little bit of a different animal when developing your recruitment marketing strategy.

So what should you think about when launching your global recruiting strategy.  Here are 3 things to think about:

Recruitment Metrics & Reporting: No matter where you recruit it is important to understand what job boards and recruiting channels are working for you and what aren’t.  When using international job boards, you need to make sure they are providing you value in terms of bringing applicants into your system.  Make sure that your job distribution and recruitment metrics technology solution can provide you with reliable reporting for these job boards.

Access to Multiple Channels: Just like US recruiting, you need to have access to multiple recruiting channels and job boards in order to test and evaluate.  Do research on channels that will work for your international candidates of interest.  Once you determine channels make sure that your process and technology enable you to tap into and make the most of these channels.  And make sure to experiment and evaluate these channels.

Inventory Controls: When you are recruiting globally you are more than likely have multiple locations and groups utilizing your technology and the international job boards you use.  It is important that you have a centralized solution that enables an administrator to limit and control the inventory you own on these job boards so that you don’t use your inventory too quickly and go over-budget.

International recruiting holds by the same recruiting best practices that you use domestically.  However, it may be even more important to understand the levers and processes that ensure success when recruiting internationally.