Retaining and Managing Applicants as an Offshore Recruiter

Retaining and Managing Applicants as an Offshore Recruiter:

Offshore Recruitment can be challenging. Finding the correct local talent, cultural differences, establishing a direct line of communication to the candidates, are some of the thoughts that come to mind that makes the role challenging.

Here's a list of 5 things to know/consider if you want to be an effective offshore recruiter:

Learn the local pool/talent – Learning the local pool/talent is important to be an effective recruiter. Doing market study will give you an edge as it makes sure you are informed on what’s happening on the ground. You can also share the information with your client should the role you are recruiting for is an urgent one so you can create/collaborate in creating an attractive salary package.

Be culturally aware/sensitive – Be mindful of the local culture, making sure that you are informed makes rapport with the candidates easier.

Sell the position – After studying the local pool/talent, this is where selling the position to your candidate comes in. Just because you are providing jobs doesn’t mean that you won’t try to leverage your client. Try and sell the company’s work culture, renumeration and work arrangement. Being knowledgeable in the job opening and company would entice the candidate to proceed.

Sending updates to your hiring manager and candidate – Make sure that you loop in your Hiring Manager for updates in regards to your sourcing or update of the candidate’s status. On the candidate’s side, making sure that you have constant communication with him weekly by means of text, call or email will make him feel that you are monitoring his application. This is also an effective way of building rapport to both.

Don’t burn bridges. Try to provide a positive candidate experience – Having a positive impression of you builds long lasting connection. I’ve had experience where a candidate of mine referred someone without me even mentioning it. It also makes looking for candidates easier and shows your client that you can fill their recruitment needs quicker.

Conclusion:

Building, maintaining and retaining candidates are essential for you to be a successful offshore recruiter. Knowing the local talent, being mindful of the local culture, making sure that you know the ins and outs of the position that you are recruiting and having constant communication with your candidates and clients creates rapport and positive candidate experience.

Ready to take the next step? Whether you're a business looking to hire the best talent or a job seeker exploring new opportunities, Manpower (Philippines) is here to help. Send us a message to learn more about how we can support your recruitment needs, or share your thoughts with us on our Facebook page! 

Thank you to Ezekiel Vincent Castro from our Recruitment Services Hub for contributing to this article. 

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