| The international business community is closer | | | | Understanding Local Culture: It is important to |
| now than ever before. This presents numerous | | | | make an appropriate offer to the interested |
| opportunities for companies to pick from the | | | | employee so as to get his or her attention and |
| crème of employees from the world over. | | | | interest. This would include a comprehensive |
| Political and geographical boundaries hold little | | | | package of compensation, added benefits such as |
| resistance if an employee has the right | | | | insurance, a residence, etc. You would like to offer |
| qualifications and experience and a company offer | | | | competitive pay packages and assure the |
| great opportunities for growth and expansion. For | | | | individuals of great opportunities of growth and |
| a company that wants to have the best | | | | promotion. |
| employees it needs to consider building an | | | | Joint Venture: |
| international recruitment department. The basic | | | | Going into a joint venture with a local company |
| requirement is to understand how important this | | | | makes international recruitment easier as you |
| department is to the company and to make | | | | have a home base to which candidates can relate |
| focused attempts to make it successful. Too | | | | to and rely on. Also this kind of a business |
| often international recruitment departments make | | | | venture would provide a sense of stability and |
| halfhearted attempts and this leads to less than | | | | reputation for the international company and |
| desirable results. | | | | make international recruitment far easier. |
| The hub: | | | | Furthermore you can consider doing basic training |
| It is crucial to create a hub for the international | | | | before sending employees to foreign destinations. |
| recruitment department that can coordinate | | | | This way you know that all employees have |
| recruitment that is taking place in various parts of | | | | understood a standard format for work and are |
| the world. This central administrative part of the | | | | at the same level of understanding. Of particular |
| international recruitment department would also | | | | importance are company policies for following a |
| set up a basic norm for qualifications and | | | | certain system of work, correspondence, etc. |
| experience for employees, to avoid any | | | | Without this kind of on-job training there may be |
| confusion. It is also important that the executive | | | | confusion when employees begin work without |
| in charge of the actual recruitment process | | | | really knowing how things are done. |
| understand the cross-cultural differences that | | | | Direct Employment by Off-shore Entity: |
| exist in different work scenarios and address | | | | A company with an international recruitment |
| them accordingly. | | | | department may consider allowing an off-shore |
| Using Sub-contractors: | | | | entity to handle direct employment. Outsourcing |
| It is a good idea to consider taking on local | | | | of recruitment has become a popular technique of |
| sub-contractors or recruiting agencies to do the | | | | recruitment in recent times. These off-shore |
| basic spadework and interviewing of candidates. | | | | companies specialize in the practice of |
| This way you are assured that you understand | | | | understanding the needs and requirements of |
| the qualification process and experience of the | | | | companies and translating them in a manner that |
| aspirants. These sub-contractors would have a | | | | is utilized in the recruitment of employees. Before |
| better understanding of the way the educational | | | | direct employment is done it is vital that you |
| system works as also the local companies for | | | | ensure that the off-shore entity understand all |
| which the individuals may have worked. | | | | aspects of the job offered including what the |
| Furthermore the use of sub-contractors allows | | | | move to another country will entail for the |
| you to focus on candidates who meet your | | | | individuals. The advantage of direct employment |
| specifications and the basic elimination process is | | | | by an off-shore company is that it can take on |
| handled by the local recruitment companies. | | | | recruitment at any level from freshers and college |
| Getting access to the right resumes and | | | | graduates to executive levels. Such a company |
| candidates is the first step and contacting a good | | | | may also have programs in language, etc, that will |
| resume sourcing company is advisable. Such a | | | | help the individuals settle easily in their foreign |
| company will not only be able to provide | | | | posting. |
| information about candidates you would be | | | | Expatriate Policies: |
| interested in recruiting but also help you locate top | | | | One of the chief areas of concern in international |
| notch executives you may be interested in. | | | | recruitment is expatriate policy. It is vital that the |
| Furthermore such a company will be able to work | | | | department of international recruitment of a |
| with your international recruitment department to | | | | company is in complete picture over the legal and |
| provide it tailor made recruitment solutions. | | | | administrative aspects of expatriate policy of the |
| Creating Local Presence: | | | | country. The new employees would require |
| Even if you are a multinational company known | | | | assistance in this regard and the employing |
| well in many parts of the world it is crucial to | | | | company should be ready with standard |
| create a certain image of competence and | | | | procedures that would make the process as |
| stability in the country you want to recruit from. | | | | simple and easy as possible. The last thing you |
| It is an enormous step for employees to give up | | | | would want an employee to worry about is being |
| their jobs in their homeland to move to another | | | | asked to leave the country due to incomplete |
| country and a new company. Ensuring that you | | | | papers or procedure in the expatriate policy. |
| are taken as a serious contender in the | | | | Cross-cultural Issues: |
| international business community would require a | | | | The department of international recruitment would |
| certain image to be projected. You may consider | | | | need to take into consideration issues of |
| taking on a local image management company | | | | cross-cultural differences that would help the new |
| that could work and coordinate with your | | | | employees to settle down effectively in the work |
| company’s recruitment and public relations | | | | community and otherwise. An introduction to |
| department. | | | | cultural practices of the country to newcomers |
| 1. Creating an advertisement campaign that | | | | followed by assistance in case of any hiccups in |
| assists in brand recognition by aspirant employees | | | | this department would be useful. It is essential |
| would be useful to make your presence felt in | | | | that the human resource department of the |
| various countries and to be taken as a serious | | | | company work hand in hand with the international |
| employer. For a company that is making a clean | | | | recruitment department in this regard. |
| start-up this is especially important as their will be | | | | The success of an international recruitment |
| little background information that people can go | | | | department is based on its managerial capabilities, |
| by, and to take a serious decision like moving | | | | ability to co-ordinate with off shore recruitment |
| to another country requires plenty of assurance | | | | agencies, creation of an appropriate image for the |
| on part of the employing company. | | | | company and human resource management. |