Managing a talent attraction campaign is a large project by itself, but if we add to the equation, the factor of doing it on an international level, difficulties and doubts increase.

This challenge is more frequent in the case of countries such as Saudi Arabia, who wants to recruit more latin American talent.

In this article we will share with you how to lead this type of campaigns and not die trying, nor affecting the reputation of your recruiting brand and taking care of every detail of your candidate´s experience.

¿What does a candidate think about a “job offer in a foreign country”?

Putting yourself in your candidate´s shoes is a must in order to lead this type of recruiting campaigns.

As a spokesperson for your company, you must be aware that this type of offers, specially for very far away places such as the Middle East, can generate suspicions, insecurity and that your possible candidates might think of endless things before applying:

“I will have to leave my whole life behind”.

“It´s a very different culture”.

“I won´t be able to see my family”.

You´re not only asking them to apply for a job opening, you´re asking them that in case of bien selected, pack all their life in a suitcase, face a cultural shock and in some cases, go for long periods without seeing their families.

Every stage of your campaign should be carefully planned so you do not cause a rejection impression.

In LHR Americas we have been recruiting for 20 years for companies outside of Latin America and based on that experience, we will reveal our best tips to avoid rejection in this type of campaigns:

• Establish very well the type of profile for the job openingstaking into consideration the region where you will be searching to know which terms or key words to use so that your candidate can also identify them.

• •Give out all the information you can about the company who is recruiting, remember you are looking for latin american personnel to take them to the other side of the world, so you must inspire confidence and security, so they don´t are under the impression that they are in front of a scam or deceitful offer.

• In case the employer does not allow you to give details on them, rely on audiovisuals such as videos or photographs. Prove to your candidate that the process is real and totally transparent, that they are coming into a real company.

• Create a communications strategy that is convincing and attractive, don´t limit yourself to giving out information about the job opening, create content where you show the benefits of living in the new country, what the new company will offer their new employee that will help you refute every possible objection from your candidates. Include information about the city, relocation services, schools, recreational activities, etc.

Besides all of these recommendations, it´s very important that your recruiting brand has an english version of their web page or a channel that your candidates can visit to verify the accuracy of the selection process.

You should also be aware that this type of job offers involve a very delicate immigration process and that this will be the biggest worry for your candidate.

Visa sponsorships for Saudi Arabia and the Middle East have different requirements depending on the type of visa and the petitioner´s country of origin.

If you´re in the talent selection area, it´s essential that you are trained in all aspects related to recruiting campaigns for foreign countries.

From LHR Americas we will keep sharing more content on the subject and our experience when successfully recruiting talent for the Middle East.