6 Recruitment Methods to Find the Best Foreign Talent

It is challenging to find the ideal foreign talent whose potential, engagement, and effectiveness matches the ideal employee that you’re looking for. Only a few candidates have all the necessary skills to quickly join the company's activities and develop in their position. What should companies do in this case? Should resources be spent on careful selection, looking for solid and trained specialists, making plans and strategies for attracting talent? Let's look at the main methods of attracting foreign talent that survived the past year and remained relevant or added new requirements for recruiters.

Form a vacancy for the skills you need

Decide who you need and what professional skills and competencies a foreign talent should have. To do this, determine the company's current problems, think about what skills would help correct the situation, and form a request based on these skills. Do not add unwanted information about sociability and stress resistance to the job description if this is not the main thing for solving the current situation. Describe what is important - this way, you will attract foreign candidates who will be effective.

Develop efficient sourcing

Is the applicant tracking system outdated in your company? Forget about the old “send me your resume and hope for the best” interview methods. Such communication is built on dry corporate communication, and in 2021 it does not work. Effective sourcing means being creative. Sourcing companies are looking for where foreign talent spends their time online. For example, looking for talent only on LinkedIn is irrational. Not everyone likes using this platform, and many tech candidates hate it when it comes to setting up a LinkedIn profile. But it's not even a matter of finding alternative sources of talent or specialized webinars/masterclasses. Sourcing provides for the first contact, lively and engaging communication with the candidate, which he will not pass by.

Focus on potential, not qualifications

What do you mostly pay attention to when recruiting? Experience, certificates, professional development? That strategy worked until 2020. However, the pandemic has accelerated digital transformation, relied on remote work, and allowed candidates to evolve faster than their skills would receive official endorsement from any courses or curriculum. Therefore, do not require candidates to confirm their skills on paper. Hire those who have the potential and desire to acquire the skills your team needs. Imagine if a person already has potential. You will only have to increase efficiency. This is why cultivating your talents is gaining momentum.

Invest in PEO

Unless you have a well-structured candidate database with broad opportunities, consider that you will never be able to track overseas talent and potential stars effectively. Companies make a big mistake when they spend time and money searching for new candidates without the ability to quickly find a contact in the database, with notes and considerable skills. This is why it is essential to use a global PEO or an employer of record that will manage your payroll and help you hire and manage your employees.

Offer flexible terms

Flexibility and adaptability are the main trends in the workplace market in 2021, both for employers and foreign talents. Basic rules: Flexible schedules allow employees to work hours that differ from the normal company start and stop time. It can include a floating day off, additional hours for rest and remote work, and the ability to work both in the office and remotely. Let your employees go out for coffee once more if they need it. Allow them to work from home or co-working spaces where they are comfortable and safe. Provide everything you need to work remotely. Free up a few hours during the day to brainstorm without fear of not being able to complete tasks. List all these benefits and offer them when hiring as part of benefits and balance.

Use freelancing platforms to hire

On the freelance market, there are many talented professionals who can work on projects and job roles that come up in a short amount of time. In recent years, businesses have been more inclined towards this type of work because it provides them with great flexibility while retaining employees indefinitely.

The shift has also opened doors for companies all over the world - allowing anyone to hire temporary talents online through freelancing platforms such as Kolabtree where you can find scientists and industry specific experts.


Talent managers will increasingly serve as a bridge between a company's hiring needs and strategies to develop and attract top foreign candidates. Unsurprisingly, HR professionals themselves will have to expand their skill stack rapidly. Add inclusiveness, quick decision-making, the ability to independently plan a set of hiring by the company's goals. Therefore, here's another strategy for attracting talent - develop yourself. You are the first person of the employer's brand, and on your shoulders is a continuous process of self-improvement so that the "best talent" is not just found but wants to follow you.

About the Author:

Emily Martin is a Corporate Recruiter with more than 5 years of recruiting and HR experience. Currently supports full life-cycle recruiting, including proactive candidate searches, and interviewing. In her role, Emily assists in developing sourcing strategies for both short and long-term purposes, coordinates interviews and conducts candidate screening calls, and places candidates in positions across a wide range of functional areas and compensation levels. Emily is passionate about traveling and writing.

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