Finding the right talent for hard-to-fill roles, especially in science, technology, engineering and mathematics (STEM) positions, is challenging. That’s why we created the ultimate go-to guide for recruiting foreign talent. In our ebook Hiring a Foreign National Employee: Essential Sourcing and Screening Guide, author, speaker and consultant Laurie Ruettimann asked five leading HR influencers how to create a talent acquisition strategy that will help you source and screen the best global workers. Here’s an excerpt from one of our experts.
Pete Radloff has 15 years of recruiting experience in both agency and corporate environments, and is now a principal technical recruiter at comScore. He’s also worked with brands like exaqueo, National Public Radio (NPR) and LivingSocial. Radloff believes that U.S. universities are a pipeline for international talent. And investing in relationships, career services and alumni groups can help you recruit students who are currently in the United States as well as alumni who are working in their home countries.
Radloff shares his two top tips for working with universities to recruit international students or recent graduates.
Partner with leading local schools.
Work closely with four or five key schools to hire top-notch international talent in your industry. I’ve identified schools through market data, workforce intelligence and regional economic analysis. I talk to the folks who run immigration programs at those schools, and they make me smarter — they’re the experts. And a good relationship benefits all parties. When a school understands what your company is willing to do for new hires, they will often help you communicate more efficiently with students and alumni candidates.
Colleges can validate you as an employer of choice. If I’m a foreign national and unsure of a recruiter who keeps calling me, I’ll trust my school’s recommendation.
Vet candidates with guidance from the university.
It’s tough to tell what certifications and degrees signify in a foreign country. Learn how to weigh work experience and achievements by having conversations with career services teams at local universities. Also, colleges can validate you as an employer of choice. If I’m a foreign national and unsure of a recruiter who keeps calling me, I’ll trust my school’s recommendation. I’m not likely to trust recruiters who don’t know my academic achievements and just bumble their way through the hiring process.
To read more insights like these, download our ebook, Hiring a Foreign National Employee: Essential Sourcing & Screening Guide.
Laurie Ruettimann is a former human resources leader turned influential speaker, writer and strategist. She owns a human resources consultancy firm that offers a wide array of services to HR leaders and executives. Reuttimann sits on the strategic advisory boards at Vestrics and BlackbookHR, two HR technology firms focused on learning analytics, big data and employee engagement. She is also recognized as one of the Top 5 career advisors by CareerBuilder and CNN.
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