Hiring international job candidates can be difficult, but they can add immense value to your team, and many businesses miss an excellent opportunity by failing to consider international talent.
Foreign employees can strengthen your team with skills you didn’t know you were missing, and help to reduce cultural biases in your workplace and community. While modern technology has made it easier than ever to recruit applicants from overseas, many hiring managers still struggle to evaluate international candidates due to physical distance and sometimes significant cultural differences. These methods can help you find the right employee for your business, anywhere in the world.
Screening interviews are used to quickly filter out candidates who are simply not qualified for the position. In a screening interview, candidates are asked basic questions to assess their strengths, communication skills, and perhaps their intelligence.
Candidates who fail to answer such simple questions are probably not suited for the job, and you can save a lot of time by ending their hiring process there.
Common questions include “What are your strengths and weaknesses?” and “Why should we hire you?”
Telecommute interviews can save a great deal of time and money. Whether used for screening or more advanced interviews, video conferencing eliminates the need to travel until it is truly necessary. Unlike a phone interview, video conferencing allows you to observe a candidate’s body language and appearance to gauge their level of professionalism.
Tests to measure candidates’ skills, intelligence, or personality can be important tools to prevent toxic workplace behavior before it begins. They are especially easy to conduct over the computer. Both free and proprietary psychometric tests are widely available.
Assessment Center Exercises
For promising candidates who have earned their way to later rounds of interviews, observing them “in action” for group or individual tasks is among the best ways to determine their capacity for the job. Exercises such as role playing, giving presentations, and group problem solving can reveal a great deal about how they approach challenges and work with others. Assessment center exercises ideally take place in person, which can be a challenge for international candidates, but the information gained from these observations can be invaluable in your hiring decision.
For the best chances of finding a great employee, you should consider using a combination of these techniques; using only a single one could fail to reveal important details about a candidate’s skills or personality. For more information on international recruiting, look into U Diverse’s training programs for HR professionals and hiring managers.
U Diverse help global organizations bridge their talent gap by implementing actionable strategies & initiatives so they can attract, retain and engage diverse talents and inclusive leaders
We will take the time to discuss the needs of your organization, define our partnership and take concrete actions together.
At the end of our meeting, you will get practical insights to attract, retain and engage diverse talents.
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About U Diverse’s founder:
Magali Toussaint is the founder of ‘U-Diverse’. She is a certified Talent Acquisition Strategist, an ICF-certified Leadership Consultant, a Career Coach, a Cross-Cultural Trainer, and a Job Search Strategist with an extensive career in Recruitment, HR, Diversity, as well as Education. She has lived and worked in over four countries and speaks French, English, and Dutch fluently. Read More...