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Improve retention levels of overseas candidates
A five-step approach to aid your selection process
By Justin Mills, Director, BK Cornerstone
We were recently asked by the editor of a leading business journal if we could contribute some tips for an article on how a recruiter can spot people who are serious about relocating from overseas from those who are just testing the water and might leave to go back home again if things don´t turn out right.
Our response was to describe the five key steps we take towards improving retention levels of candidates recruited from overseas:
Step one
We are part of a like-minded network of recruitment consultants called Cornerstone International Group. Through this network we have international associates who are able to identify and carefully screen potential candidates on our behalf. For example, we have recently introduced a Northern UK-based client to our Cornerstone colleagues in Canada, and a search is now underway for a sales executive in the hydroelectric-related engineering sector.
Step two
Secondly, in drawing up a long-list of candidates from the CVs we receive, we look for people who have perhaps had a connection or a link of some kind to the geographic area where the new position will be based, as this increases the likelihood of them wanting to settle in the area. Beyond this, we would look for any wider connection to the UK in general.
Step three
We then phone candidates and ask some hard questions to assess how committed they are to a move. For instance, we try to find out if an applicant has done any research into the area, and if they have already tried to address questions such as the cost of living there and the likely commute to work. Wherever possible we speak to the candidate in their native language and we encourage them to discuss their previous experience of relocation.
Step four
Next we invite the person for an interview and use that time to understand their motivation for looking for a new job. If practical, we run the interviews in the region where the role will be based, as it is most likely to be the case that only the candidates who are committed to relocating would be prepared to make the trip.
Step five
Finally, we can use psychometric profiles such as 16pf to verify the information we glean at interview. For instance, if a person says at interview that they are prepared to relocate from another country, then we would expect their profile to demonstrate certain supportive traits.
If you would like to discuss any aspect of this article, please contact Justin Mills on 0113 397 6221.
29.7.2010 Global business leaders survey results