5 Legends about Global Recruitment – and why they lead to dead ends

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There are always myths circulating among companies, but also among sought-after international specialists, which can block the way to each other for seekers and sought-afters. We have compiled 5 of the most common prejudices and misconceptions. The collection is based on our experience in global active sourcing. Our aim is not only to point out possible pitfalls, but also to offer solutions.

1. „It is too difficult and time consuming to search for international talent.“

The answer to this must be: Indeed, the visa and entry processes, the bureaucratic hurdles in Germany and the home countries demand quite a bit of work, experience and intercultural knowledge from employers and IT specialists. There are also the different time zones, regional holidays, vacations, etc. to consider. However, many companies have already successfully recruited talented professionals from around the world. This shows that the task is solvable. It just depends on the right sources, contact networks, market knowledge, insights and tools. These are the basis for a relatively smooth and efficient recruiting process.

2. „Global recruitment is only something for large companies and internationally operating corporations.“

This does not correspond to reality. Companies of all sizes can recruit international talent. IT-based sourcing platforms including Internet conferencing tools also enable SMEs to recruit the right professionals.

3. „Specialists from abroad are either overqualified or underqualified.“

This assumption is as widespread as it is incorrect. As with domestic applicants, there is a wide range of individual qualification levels for skilled workers from abroad. These can be checked during the recruitment process. To do this, hiring companies need contacts with solid expertise who speak the (technical) language of the recruited person and can assess their level of qualification. It is also important to be able to correctly assess references or degrees depending on the country of origin of the target personas.

4. „Global Recruitment / employee search is too expensive.“

The costs incurred, such as travel expenses for personal interviews or visa fees, weigh little in comparison to the impending losses due to the shortage of skilled workers. Jobs that cannot be filled cost orders and turnover. Not to mention the threat of loss of reputation associated with a decline in the performance of understaffed companies.

5. „German is a difficult language. And language barriers are a big obstacle.“

There is also a grain of truth in this sweeping misconception. However, English has long been the “common language” in the world of IT and STEM disciplines. The world of bits and bytes speaks English. In order to integrate in Germany, however, it is worthwhile to acquire language skills. Language courses can be an important help here. Mobile interpreter apps can also simplify and accelerate the introduction to the German language. Companies that need to insist on profound language skills can already test them in the matchmaking process.

brainsworld.io offers you the support of a dedicated platform for your international recruiting success. Our work is based on many years of experience in these important areas, an existing solid network of IT professionals in key regions such as South America, Asia and Africa. Our solution simplifies the complex process of global IT recruiting – from matchmaking and visa support to the first working day with the new employer in Germany.

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