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Today’s Question: What are the top challenges of recruiting internationally?
The following answers were provided by members of Recruiter.com’s “International Recruiting Discussion Group” on LinkedIn.
1. The Timeline
My biggest challenge in recruiting [internationally] is the general timeline. It can take eight months to a year for a candidate to receive a Canadian work visa. In this time, the employer not only needs to keep a position open, but is also losing revenue while waiting. A lot can happen in eight months, so it is important to keep everyone current and engaged while we wait for the immigration department to process the documents.
— Kathleen Kischer, Senior International Recruiter
2. The Complexity of the Process
The sheer complexity of hiring, onboarding, and compliantly employing people in foreign markets can slow or even stop an executive search placement. Every country has its challenges, and partnering with people and firms that can reduce the complexity can be immensely beneficial.
— Eric Snethkamp, Global Channels and Strategic Alliances Manager, SafeGuard World International
3. Finding People Who Want to Relocate
The biggest challenge for us while sourcing international candidates is identifying whether or not a candidate is ready to relocate. If a candidate is open to relocation, though, it means that they’re ready for a job change, too.
— Andrew Stetsenko, Founder, Relocate Me
4. Biases Toward Local Talent
One of the challenges for us is that employers don’t seem to prefer expatriates. First priority is often given to local professionals from the particular country.
— Mohan Haritheertham, Chief Finance Executive, Laboratory & Allied
5. Helping Candidates Maintain Work-Life Balance
One of the major challenges when recruiting internationally has always been dealing with work-life balance — especially the family issues that can be a major hindrance during relocation.
— Duku Joseph, Client Relationship Manager, Exquisite Solution