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In a world where distance is becoming less and less relevant and the globalization of the labor market is in full swing, organizations in the BeNeLux and beyond must not only develop smart strategies to attract and retain talent. Connectivity has pushed the talent acquisition landscape beyond geographic boundaries for some time now. Many organizations, whether large multinational corporations or smaller companies, operate on a global scale. As a result, the recruitment process for them has evolved into a truly international endeavor.
A striking trend in this international effort is the shift towards utilizing global talent pools. Organizations are no longer limited to searching for candidates within their immediate geographic area. They are increasingly looking beyond borders to find the right talent for their needs.
While the potential benefits of international talent acquisition are significant, it comes with challenges that recruiters must address effectively:
Effective communication is essential during the recruitment process. Language barriers can lead to misunderstandings and misinterpretations.
Coordinating interviews and communications across multiple time zones can be logistically challenging and can lead to delays.
International recruitment can be expensive, with expenses for travel, relocation and regulatory compliance.
Different countries have different labor laws, visa requirements and employment regulations. Navigating these legal complexities can be a daunting task for recruiters.
Understanding and respecting cultural differences is crucial when recruiting internationally. What is considered common in one culture may be seen as inappropriate in another.
In this article
Global Talent Acquisition
International talent recruitment offers organizations various attractive opportunities. Transcending national boundaries in the search for talent increases the pool of available candidates, increasing the chance of finding the most suitable employees. This approach not only ensures diversity in talent but also brings a global perspective to the organization, which is invaluable in our increasingly interconnected world.
Recruiting locally in new markets can help organizations gain deep insight into local market conditions and better adapt to the requirements of those specific markets.
Working with diverse teams, often resulting from international recruitment, can stimulate innovation and creativity within the organization, which in turn leads to improved problem solving and decision-making.
Although international recruitment comes at a cost, these investments can pay off in the long term in increased productivity and reduced employee turnover.
The importance of international talent recruitment is underlined by the 2020 “Global Talent Competitiveness Index” published by INSEAD, which shows that the Netherlands ranks 9th and Belgium 12th in the global ranking of countries that attract international talent (INSEAD, 2020 ).
Our Lowlands were also highly rated in the Labor Rights Index in 2022 when it comes to “decent work”, with even the highest score for Belgium (together with Greece). That's a feather in the cap of all Belgian companies and HR managers: Belgium is number one when it comes to decent work! However, I haven't seen it published anywhere and suspect it wasn't picked up. Now, if we do something well, it can also be said.
Our labor market not only has many vacancies, it officially also offers the better jobs in the entire world! Then why don't we go all out with it?
Global Secondment
International secondment is also a valuable asset for organizations when attracting top talent. This involves temporarily placing employees in another country to attract specific skills and expertise. This is particularly important in sectors where rare or highly specialized knowledge is required.
International secondment allows companies to acquire specific skills in-house, even if they are scarce elsewhere. Consider, for example, an IT company in the BeNeLux that hires a seconded, specialized software engineer from India to help with a new project.
This type of secondment also brings diversity to the workplace, because it brings together employees from different countries and cultures. Diverse teams often bring diverse perspectives and ideas, which can drive innovation and creative solutions. Furthermore, international secondment allows employees to gain international experience and learn best practices from different parts of the world, which benefits both their professional development and the growth of the organization.
A study by Deloitte ("Global Human Capital Trends 2021") emphasizes the importance of international secondment for organizations striving for growth and innovation. The report states that organizations that embrace the opportunity to post employees internationally are better positioned to gain a competitive advantage. It allows them to better understand the nuances of new markets and adapt to local market conditions. This can be essential for organizations looking to expand their operations into new geographies.
Technology support
Technology plays a crucial role in addressing many of these challenges. Organizations are increasingly using international job boards and professional networking sites to reach a broader audience of potential candidates.
Video conferencing and interview platforms organize remote interviews, allowing organizations to assess candidates from anywhere in the world without having to be physically present.
Then, Applicant Tracking Systems (ATS) with multilingual capabilities can streamline the hiring process by managing applications, communications and data across languages and regions.
Finally, AI-based machine translation tools can also help bridge language barriers by translating resumes, emails and interview transcripts in real time. However, care must be taken when interpreting the input and analyses. For example, there are some differences when interpreting Dutch or Flemish as a language.
International talent is ultimately a strategic move for organizations in the BeNeLux
The availability of international, digital recruitment channels and platforms makes it easier than ever to recruit globally. However, successful international recruitment requires more than just technology. It requires personalized strategies that take into account the cultural differences, legal requirements and labor market conditions in different countries. Local adaptations are therefore essential, as what works in one country may not be effective in another.
In addition, organizations must demonstrate cultural sensitivity, such as offering flexibility in employment conditions and respecting the language of communication. With the right approach, organizations in the BeNeLux can gain access to a global pool of talent and position themselves (even) better for growth and success in an increasingly globalized labor market.
Thank you for reading and good luck!
Sources
INSEAD. (2020). Global Talent Competitiveness Index 2020.
LinkedIn. (2021). LinkedIn About Us.
Intelligence Group. (2020). Arbeidsmarkt Gedragsonderzoek.
Deloitte. (2020). The future of workforce rewards.
Microsoft Global Talent Acquisition: Best Practices for Attracting Diverse Candidates
The labour rights index (2022)
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