What are the best ways to screen and source candidates across regions?

The quest to source and screen candidates across different regions poses unique challenges due to cultural nuances, language diversity, and varying job markets. To navigate this complex landscape successfully, organizations must employ a multifaceted approach. Leveraging online job boards and websites like LinkedIn, Indeed, and Glassdoor talent pool, with customizable filters to target specific regions. Complementing this, exploring local job portals tailored to particular regions provides insights into local expertise and language proficiency. Engaging with professional networks, both global and region-specific, builds valuable connections, Virtual job fairs, and networking events offer new avenues for remote interactions.

By understanding the unique dynamics of each region, we can connect with candidates who not only meet our requirements but also align with our business goals. It's a strategic approach that ensures our recruitment efforts are both effective and efficient.

Define Targets: Identify regions for talent. Local Insights: Understand laws and culture. Tailor Approach: Adapt strategies by market. Online Job Boards: Use local sites with keywords. Partner Locally: Engage with experts. Events & Referrals: Attend local events, encourage referrals. Language Skills: Prioritize local language proficiency. Video Interviews: Use video for remote assessments. Cultural Fit: Assess adaptability and sensitivity. Competitive Packages: Align compensation with local norms. Consistent Evaluation: Maintain uniform processes. Effective Onboarding: Help new hires integrate. Track & Adjust: Regularly review results for strategy tweaks. Data Privacy Compliance: Ensure data privacy regulations are followed.

Sourcing candidates and attracting them to apply is an essential part of recruitment. Hence, recruiters and HRs are always looking for creative ways to source candidates who are a good fit to fill the open position in the organisation.

First off, It is essential to determine those factors to identify whether to hire locally or globally. For instance, if a particular skill is high demand and niche then effort to source across. Nevertheless, its essential to have that market intelligence to identify which markets globally are great markets to hire from. Say a data analyst role, would be great to hire from India. Say, a marketing role in Berlin needs native English speaking skills, it makes sense to consider N. American/ Australia/ S.Africa market. But essentially, same role without English skills, makes sense to hire from the local market as a local hire would bring nuances that a non local cannot. Additionally, also, if plenty of talent is locally available then go local

Company Overview: [Provide a brief description of your company, its mission, and culture.] Job Description: Key Requirements: [List specific qualifications, skills, and experience required for the job.] [Mention any certifications or licenses necessary.] Preferred Qualifications: [Highlight any additional skills or experience that would be beneficial but are not mandatory.] Why Join Us: How to Apply: [Provide clear instructions on how candidates should submit their applications, including any required documents or information.] Application Deadline, Equal Opportunity Employer, Diversity and Inclusion, Benefits, Salary, Application Process: [Explain the recruitment process, including stages, interviews, and assessments.] Contact Information:

Use the appropriate language and communication style for the region. If English is not the primary language, consider offering job postings in the local language or bilingual postings. Be culturally sensitive in your language and content. Avoid using phrases or terminology that may be offensive or misunderstood in the local culture. Ensure that your job postings comply with local labor laws, including equal opportunity and anti-discrimination regulations. Use local terminology and job titles that are commonly understood in the region. Be specific about salary and compensation details, using the local currency and appropriate salary ranges for the region. Mention any additional benefits or perks that are common in that area.

Job Boards Company Website Social Media Employee Referrals Recruitment Agencies Networking Events University Career Centers Professional Associations Internal Talent Pools Freelance Platforms Diversity Job Boards Company Culture Programs LinkedIn Recruiter Local Newspapers Niche Industry Websites Employee Alumni Networks Applicant Tracking Systems Online Communities Temporary Staffing Agencies Personal Network

Get to know the local job boards of region you are hiring for. This increases visibility and creates a diverse pool of talent

Effectively use platforms like LinkedIn. Given it's global presence and millions of job seekers,LinkedIn can help find you the right talent anywhere on the planet. Also, be aware of the local job boards that can help you find the best possible talent. Build a network with top TA professionals from that region to understand the challenges and devise a strategy accordingly.

Select Appropriate Tools: Choose tools for specific skills or traits. Customize Assessments: Tailor them to the role. Clear Instructions: Provide concise guidelines. Remote Proctoring (if needed): Prevent cheating with webcam monitoring. Accessibility: Ensure assessments are inclusive. Practice Assessments: Offer candidates practice rounds. Support Contact: Provide help for technical issues. Automated Scoring: Speed up the evaluation process. Results Review: Analyze and identify top candidates. Candidate Feedback: Offer feedback when possible. Data Privacy: Comply with privacy regulations. Interview Integration: Use results to shape interviews.

Skills-based hiring is a great way to easily evaluate all your candidates in a fair, efficient and unbiased way. Rather than relying on manually screening CVs - which is rife with bias and very slow - you can instead give every candidate the same opportunity to showcase their skills. Skills-based hiring works perfectly well whether you source locally or internationally - skills are skills, and it doesn't really matter where you are in the world. Some tips here: 1. Make sure the skills assessed are closely aligned to the required skills of the role 2. Don't make the test overwhelmingly long 3. Beware of potential cheating and make sure you use the proctoring features available 4. Provide candidates with their results so they can improve

There are multiple online assessment platforms that can help you shortlist folks if you are being overwhelmed by the number of applications. Be aware of the local vendors/platforms to avoid language barriers. Tailor the assessments according to the job role (one size doesn't fit all).

Market Research: Regularly research industry salary and benefit trends. Internal Equity: Ensure fair pay within your organization. Tailored Benefits: Customize packages to employee needs. Legal Compliance: Stay in line with labor regulations. Transparency: Communicate policies clearly to build trust. Regular Reviews: Adjust packages to stay competitive. Performance-Based: Link rewards to performance and company goals.

It is important not only align compensation and benefits with the regional practice but across the whole company. It is crucial to create the Glocal (i love this word as it is a combination of global and local) Compensation&Benefits plan that would treat your employees and candidates fairly across all the locations, sometimes HR team lose this focus paying attention only to be competitive only in specific region and put the rest of the team far ahead...

Be specific about salary and compensation details, using the local currency and appropriate salary ranges for the region. Mention any additional benefits or perks that are common in that area. Consider all elements of the compensation package, including base salary, bonuses, benefits, retirement plans, stock options, and other perks. A total compensation approach can make your offer more appealing.

Employee segmentation Flexible work arrangements Employee well-being Career development Recognition programs Incentives Retirement benefits Paid time off Educational assistance Work-life balance Diversity and inclusion initiatives Cost of living adjustments Benchmarking Legal and tax considerations Employee preferences