From Local Recruitment To Global Talent Market

Welcome to my Professional blog.

As this is my first article, let me share a short preface of my HR story.

I’m Srbuhi, a recruiter and sourcer specialized in the tech industry.

I started my professional career in 2014 working in the state system as an HR specialist. Having my educational background in psychology and interest to find talents and help them showcase their abilities in the right way, I have chosen recruitment as the right direction to achieve my goal.

And here is how I’ve started to explore this specialty and get expertise in it. And as it is a time-consuming and strenuous process, now it’s time to share my experience to assist others.

So, let’s make a start.??

Considering the recent developments related to COVID-19, the current company I’m cooperating with adopted a new approach - the transition of the local recruiters to global markets in a relatively short period of time.

Here is how I started to change and replace all my experience and skills so quickly to have the best results.

So, if you're also planning to start your career journey, here are 5+1 tips on how to effectively go through the career challenges from a local recruitment to the global talent market.

1. Do some research

Do some research to understand the picture of the market you are about to enter. It means researching not only the technical aspects, but also being able to get an idea of the cultural, national, and technological peculiarities of the country, as well as the advantages and disadvantages of similar organizations operating in the country. All this information will give you the opportunity to have a more accurate approach to find, communicate, and select candidates.

2. Categorize your Collected Data

Once you have the collected data, you need to start narrowing down the scope depending on what specialists you are looking for at the moment. It is highly recommended to have the completed data categorized in a file, which will allow you to quickly and smoothly compile the list of the companies and specialists that you are going to reach out to.

3. Contact your potential candidates

Send your candidates a short but attractive letter, which should preferably include the following points:

- Information about the company and you as a representative of the company.

- Information about the project and the position peculiarities you are offering.

- It is very important to mention why you are writing to that candidate or what unique skills are of interest to you as a representative of the company.

- Try to provide the information so that the given candidate will have the interest to continue the conversation.

4. Be Flexible

Be flexible and willing to have a short phone call if the candidate needs one to provide more details about their position and commitments.

Try to reply to the candidate?s emails no later than 2 hours, even if it is out of your working hours. It is important, as you work for a different location with a different time zone and each of your slow responses can complicate your communication with a candidate living in another country. In order not to give up your place to local recruiters, it is a must to be more flexible. Thus, no matter where you are located you will be more competitive, which is one of the core features for a global recruiter. Non-flexibility will entail the results that you will lose your candidate forever.

For the above-mentioned to be applicable, as practical advice I would suggest always closing the gaps on your calendar corresponding to the working hours of the given location.

4. Follow-ups

Let’s not forget about one of the most applicable tools “Follow-ups”. In order not to go too deep into this for now I will write a separate article about this and share it with you. Before that, I would highly recommend you to follow up with the candidate at least 7 times in 2 or 3 weeks.

5. Ask for help ??

If you have friends and acquaintances living in the location where you are looking for a candidate, it is a very good method to ask them for help with finding answers to your questions: e.g. you can have questions about the peculiarities of culture, mentality, and way of thinking, you can get information on how to better and more effectively communicate with locals, etc. This is a great way if you want to have a lot of information in advance before you talk to the candidate. Having the right information in advance will give you the opportunity to make a successful conversation.

Also, never be shy to ask questions to the candidates if you have any as it is more than clear that questions may often arise because of the differences of cultural and national viewpoints. Thus, be more straightforward, free, and friendly at the same time.    

If you have no friends there use the alternative option below.??

The last practical advice: 

If you don't have local friends then the best way is to join global and active networking groups and communities (especially, due to the pandemic all the networking events are online) where you can get acquainted with many interesting and experienced people with a similar background as well as you will always get notified of everything happening in the Global Recruiting Market. 

6. This one is not a tip, but a reminder from the depth of soul. ??

And just remember that we are all human beings with different characteristic features and peculiarities, but at the same time, we all have the same nature (human). Instead of getting stressed, keep calm, take a deep breath, be natural, true to yourself, and just love people and enjoy communication with them.

P.S. I think recruitment is a good point to start your career and the most important is to find interesting solutions, ways, and methods to go through the career path.

?? If you find it useful please leave feedback in the comments.??