Communicating with international candidates: Getting fluent in the language of global recruitment |...
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Transcript of Communicating with international candidates: Getting fluent in the language of global recruitment |...
George Bernard Shaw
The single biggest problem in
communication is the illusion
that it has taken place.
The company's culture and values
66%
The company's perks and benefits
54%
The company's mission and vision
50%
The company's products or services
48%
Employee perspectives of the company
48%
The company's office locations
48%
The company's leadership
45%
Different roles available at the company
40%
How the company is structured
38%
The company is an industry leader
31%
The company's diversity efforts
22%
The company's philanthropy and social good efforts
21%
Mutual connections at the company
20%
What matters to talent globally? What information about a company would help you decide whether or not to work there?
What information about a company would help you decide whether or not to work there?
Regions where culture and
values are ranked less important Russia 49%
Qatar 53%
Saudi Arabia 53%
Kuwait 54%
North Africa 54%
Top 5 countries that
view culture and values
as an important criteria New Zealand 80%
United States 77%
Australia 77%
Hong Kong 76%
Singapore 75%
66% Global Average
The company’s culture and values
What information about a company would help you decide whether or not to work there?
Countries where perks and
benefits are ranked less important Denmark 23%
Norway 35%
Finland 38%
Italy 39%
Sweden 41%
Top 5 countries that view
perks and benefits as
important criteria Colombia 71%
United States 70%
Brazil 68%
Taiwan 67%
China 65%
54% Global Average
The company’s perks and benefits
How open are candidates to new opportunities?
Most passive candidates China 78%
Taiwan 78%
Japan 77%
Russia 75%
Belgium 72%
Most active candidates Qatar 56%
United Arab Emirates 53%
North Africa 52%
Colombia 48%
Saudi Arabia 47%
36% Active - 64% Passive Global Average
What motivates candidates to work?
Most purpose-oriented countries Sweden 53%
Germany 50%
Netherlands 50%
Belgium 49%
Poland 48%
5 regions with the least-
purpose oriented workforce United Arab Emirates 28%
Qatar 28%
North Africa 28%
Kuwait 26%
Saudi Arabia 23%
37% Global Average
China, Taiwan, Hong
Kong, Singapore,
Korea, Japan
United States
InMail Response Behavior Analysis Sales Professionals
24%
54%
22%
42% 45%
13%
US InMails Sent (%) APAC InMails Sent (%)
*Acceptance rate expressed as difference from average
Body length 1-99 words 100-199 words 200+ words
+15%* +1%*
When engaging sales professionals, short InMails work
better in the US than in APAC
-1%* +7%* -14%* -8%* Acceptance Rate
40%
13%
47%
57%
10%
33%
US InMails Sent (%) APAC InMails Sent (%)
Batch Size 1:1 2-10 recipients 10+ recipients
+15%* +9%*
When reaching out to sales professionals,
InMails sent on a 1:1 basis are most effective
-1%* +5%* -14%* -14%*
*Acceptance rate expressed as difference from average
Acceptance Rate
16%
74%
10%
19%
75%
6%
US InMails Sent (%) APAC InMails Sent (%)
Subject Length 1-2 words 3-10 words 11+ words
+4%* -1%*
When reaching out to sales professionals,
InMails with a more detailed subjects work better in APAC
+3%* -2%* -8%* +2%*
*Acceptance rate expressed as difference from average
Acceptance Rate
Leverage LinkedIn Recruiter Search Insights
Sales Director;
Germany, Munich Area;
Skills: International
Sales, Business
Strategy,
Sales Management
Tips for Recruiters Globally
STAND OUT: Make sure
your message catches
attention and drives
action. I've also seen
some people go too far
to stand out, so try not
to be too wacky.
Understand the
specific industry
dynamics they are
recruiting for, to be
able to convince
candidates.
Be short sharp and
concise. Top talent in
the UK want a role
they aspire to do
versus the role they
are doing now.
Be personal and
to the point.
India is fairly formal when
communicating offline, so if
an InMail has a very casual
language and if we were trying
to reach a senior level
candidates, chances are we
may not get a response.
Tips for Recruiters Globally
Do not use fancy
language. Keep the
InMail crisp and to the
point.
In Spain, communication it has to
be simple and straight to the
point; Spanish professionals
value transparency and don´t like
exaggeration. For instance,
describing an opportunity as
"AMAZING" or "AWESOME"
doesn't work.
APAC is a complex region
with lots of different
languages and cultures…
you can't assume we are all
the same.
Takeaways
• Talent across markets think
differently about work
• Tailor your outreach accordingly
• Build your strategy: research,
listen, reach out & refine