How do you find and engage global candidates?

1 Define your global talent persona

Before you start your global sourcing and pipeline building, you need to have a clear idea of who you are looking for and what they value. A global talent persona is a profile of your ideal candidate that includes their skills, experience, motivations, preferences, and challenges. You can create your global talent persona by researching the market, analyzing your existing data, and talking to your stakeholders. A global talent persona will help you craft your employer value proposition, tailor your job ads, and target your outreach.

2 Use multiple sourcing channels

Finding global candidates requires using a variety of sourcing channels that match your talent persona and your hiring goals. You can leverage online platforms such as job boards, social media, professional networks, and niche communities to reach a wider and more diverse audience. You can also use offline methods such as referrals, events, partnerships, and alumni networks to tap into your existing connections and build relationships. You should also use tools such as Boolean search, talent pools, and automation to optimize your sourcing process and save time.

3 Adapt your communication style

Engaging global candidates requires adapting your communication style to their culture, language, and expectations. You should be aware of the differences in communication norms, such as the level of formality, tone, feedback, and humor, and adjust accordingly. You should also use clear and simple language, avoid jargon and slang, and use translation tools if needed. You should also be respectful of the time zones, holidays, and working hours of your candidates, and communicate frequently and consistently.

4 Showcase your diversity and inclusion

One of the main factors that attract global candidates is the opportunity to work in a diverse and inclusive environment. You should showcase your diversity and inclusion efforts and values in your employer branding, job ads, and candidate experience. You should highlight how you embrace different perspectives, backgrounds, and identities, and how you support your employees' growth and well-being. You should also demonstrate how you foster a culture of collaboration, innovation, and belonging across your teams and locations.

5 Provide a smooth application process

The application process is a critical stage in the candidate journey, and it can make or break your global talent acquisition efforts. You should provide a smooth and user-friendly application process that is accessible, convenient, and transparent for your global candidates. You should use mobile-friendly and multilingual platforms, minimize the number of steps and fields, and provide clear instructions and expectations. You should also provide feedback and updates regularly, and address any questions or concerns promptly.

6 Offer a flexible and competitive package

The final step in finding and engaging global candidates is to offer them a flexible and competitive package that meets their needs and aspirations. You should research the market rates, benefits, and regulations in the regions where you are hiring, and benchmark your offer against your competitors. You should also consider the preferences and goals of your candidates, such as their desired salary, location, schedule, career path, and impact. You should also be open to negotiation and customization, and highlight the value and potential of working with you.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?