Recruiting across borders enables companies to broaden their pool of candidates and access skills that are hard to find in their local market. However, a hiring mistake can prove costly for a candidate who has travelled a long way. From sourcing candidates to assisting with administrative procedures and organising interviews, here are 8 best practices for companies wondering how to recruit internationally.

Identify the countries where the best candidates are located

The importance of the recruitment plan becomes even more apparent when it comes to recruiting talent internationally. One of the first steps is knowing where to look. Thanks to the presence of renowned universities, technology hubs or favourable economic policies, certain countries can serve as excellent sources of talent for specific sectors or professions.

Please specify the languages required

When recruiting internationally, the issue of language is crucial. The prospective employee must be able to communicate fluently in both written and spoken form, whether with colleagues or with clients. The languages required and the expected proficiency levels must be clearly stated. A language test may be offered before proceeding to the interview stage.

Clarify the terms of the collaboration

There must be no ambiguity for the candidate. Specifying whether the role is on-site, remote or hybrid helps to avoid disappointment or wasted time during the recruitment process. The terms of employment also cover working hours.

Choose the channels for advertising the job vacancy

A job vacancy can go unnoticed if it isn’t advertised on the right channels. Simply posting the advert on the best international recruitment site isn’t enough: above all, you need to identify the platforms that are most relevant to the role. These might include international job boards, social media or local classifieds sites. The key is to attract qualified candidates.

Anticipating a large volume of CVs

When recruiting internationally, the number of applications can quickly become overwhelming. By using an ATS (Applicant Tracking System) such as the one integrated into Lucca HR management software, CV screening is simplified through filtering by skills, location or availability. This likely explains why, according to a 2024 Hellowork study, 80% of recruiters use an ATS or plan to acquire one. Automating responses to unsuccessful candidates prevents a lack of response and protects the company’s reputation. A structured recruitment process reduces delays and costs, whilst minimising the risk of losing the best candidates during the process.

Schedule video interviews, taking time differences into account

In the recruitment process, remote interviews are now commonplace. When candidates are based abroad, time differences must be taken into account. These affect both availability and the quality of the discussion. Clear instructions on how the interview will proceed and a strictly adhered-to timeframe convey a sense of professionalism.

Assessing remote working conditions

In the case of a remote role, a video interview provides an opportunity to assess a key factor. This stage offers an insight into the working environment and the quality of the internet connection. An employee who has to work in a noisy environment or with a slow connection will soon encounter difficulties in their day-to-day work. Asking the right questions helps to ensure that they have the right conditions for effective remote collaboration.

Help the new employee with the necessary paperwork

If hiring an employee abroad involves a move, offering support with finding accommodation and dealing with administrative procedures can be a deciding factor. The prospect of having to settle into a new company whilst also settling into a foreign country can put some candidates off.