Facing a shortage of national talent, many corporations search internationally. In any location, the scale of hiring abroad can vary enormously. Some corporations have engaged numerous international professionals from a wide selection of countries.

Others reveal lower figures concerning recruitment abroad. Yet more companies remain reluctant to to develop a strategy or hesitant to try the fit. The reasons can be as varied as the businesses themselves. From unease related to a possible change in corporate culture, to lack of experience or simply not knowing where to start.

Beyond affecting business strategy, the tangible effects upon society as a whole can be vast, regardless of where the company is located.

Unique & Individual Corporate Experiences

Is the company image and brand the main major factor? Are the career opportunity or renumeration package the deciders How much impact does the location have on international recruitment.

What works and what doesn’t? Where might detrimental deficits be found. What can be acted upon to improve circumstances for the employer, employee and all other stakeholders?

Which Realities has your Company faced?

What inspires international professionals to choose your company?
What may prevent your company from recruiting internationally with confidence?
Why might a preferred international candidate decline your offer?
How strongly does your location support or weaken your proposition?
What information helps candidates understand the reality of relocating?
What happens after they arrive, and what encourages them to remain?

Such questions rarely have simple or isolated answers. The company, the role, the location and the circumstances of the individual and their family all influence one another.

Which of them can your organisation answer confidently and which deserve a closer look?

If any of these questions resonate with your circumstances, let’s talk.