INTERNATIONAL RECRUITING: WHERE DO YOU START?

1. INTERNATIONAL RECRUITING: WHERE DO YOU START? There are a variety of factors that go into international recruitment and businesses must be aware of the factors. One of these is hiring the most effective and most trustworthy recruiter. The chosen recruiter should possess a thorough understanding of procedures for selection and compliance with foreign laws, as well as other global distinctions. Another aspect that companies must be aware of is the growth of a thorough comprehension and knowledge of recruitment and selection in foreign countries. In addition, recruiters need to be aware of the skills required by the company and the ideal candidates for the selection of suitable candidates at the appropriate date for the needed job. International selection and recruitment involve principal approaches, which include geocentric, polycentric, ethnocentric and geocentric, regiocentric, and. The ethnocentric method involves employing only those who are natives of their own country to conduct business locally and abroad. Polycentric is when companies hire citizens of a specific country as employees in the country which is where the subsidiary of the company is situated, for instance, an California company that is employing Ghanaian citizens to run their Ghanaian subsidiary. Geocentric is most well-known and is a method of firms employing talent all over the world without a restriction on nationality. In the end, regiocentric is a method employed to recruit talent from a particular region that has a particular climate . These are the key aspects involved in international recruiting and selection.  Planning and preparation  The development of strategies for recruiting  Talent sourcing  Interviewing candidates

2.  Examination and screening Selection and recommendations