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课程大纲
I will guide you through the cultural differences that affect a global selection process: communication styles, work approaches, variations in CVs, and more. Additionally, we will not overlook labour regulations, visas, and contractual matters.
I am convinced that every company can attract the best international talent; it just requires the right strategies. This approach is effective when facing the challenges of an increasingly globalised job market, where candidate mobility has become the norm.
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Cultural Differences
When engaging in international recruitment, it is crucial to take into account the
cultural differences in selection processes. For instance, what is considered
appropriate in one country may not be in another (formality, language, feedback),
and the format and content of resumes also vary from country to country. -
Legal & Regulatory Aspects
Be mindful of the different regulations. Each nation has its own laws regarding
contracts, salaries, working hours, layoffs, and so forth. Additionally, it is
important to remember that visas or work permits are often required. -
Global Employer Branding
Tailor your communication strategies to the international market. The perception
of the company abroad can differ significantly. Conducting preliminary research is
advisable. -
Access to Talent & Recruitment Channels
The most common recruiting platforms vary from nation to nation (for example,
LinkedIn is widely used in several countries, but not in all, such as Reed.co.uk in
England, Xing in Germany, Pole Emploi in France, and so on). Furthermore, some
labour markets are more competitive or saturated than others.
要求
- None.
Audience
- Any Company doing or aspiring to do international business.
16 小时
客户评论 (5)
培训与反馈
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很好地解释了该主题。
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理论讲解清晰，结合培训师热情分享过去的经验，使概念更易理解、更难忘。 培训师友好且充满热情。
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