Job posting online. Waiting. No suitable applications. Posting another job. Waiting. Still no results. But is it really because there are no talents – or are we simply searching the wrong way?
There are many challenges that slow down international recruiting for companies:
The job market is global – but many companies still search only locally.
More than 50% of companies (especially SMEs) don’t know where to find international professionals (IW, KOFA Study, 2023). With the right sourcing strategies, the talent pool can be significantly expanded.
International talent exists, but bureaucratic hurdles or missing processes make access difficult.
From visa eligibility to cultural integration – a preliminary assessment of the upcoming process steps is crucial. Signing the contract is just the beginning. The real process starts afterward. That’s why optimizing the candidate experience from the start is essential.
How can recruiting be approached globally and implemented effectively?
It helps to consider the following questions:
Where can the right talents be found – and should you search alone or collaborate with partners?
What should be considered when selecting countries, and how can cultural differences be factored into the application process?
How can recruiting be made more efficient through digitalization and automation?
Finding & Winning – that’s what matters!
Successful global recruiting is about more than just filling vacancies. It’s about building a sustainable, qualified talent pool and taking a strategic approach – from the first document check to the final selection.
How do you currently approach recruiting international professionals? Let’s talk about it: Our Head of Global Talent Strategy, Jannik Heckenhahn , looks forward to your inquiry!
