动态

　　随着全球经济的持续增长，越来越多的企业开始走出国门，他们的员工也一样。因此，今天的许多求职者都抱有一种“全球心态”，他们意识到，招聘“全球公民”已成为所有招聘经理优先考虑的事项。此外，他们也看到社交媒体如何影响信息的伦理问题了海外经历可以为他们的简历带来的价值，并为能够在一个充满异国风情的地方实现快速的职业发展而感到振奋。

　　As the global economy continues to grow, businesses are transcending borders, as are their workforces. As such, many of today’s job seekers are adopting a global mentality; they are aware of the fact that recruiting a “global citizen” is a priority for any hiring manager. Moreover, they can see the value an overseas role can bring to their CV, feeling excited by the prospect of rapid career progression in an exotic location.

　　求职者不是唯一受益于跨国人才流动的人，聘用海外人才也能让雇主获益匪浅。当前，每个国家都面临一定的技能短缺，本地人才难以匹配企业的招聘需求必赢app。如果您也感觉到了这种不匹配的冲击，那么去国际人才市场寻找更好的机会也不失为一个可行的解决方案。此外，通过雇佣其他国家的人才，您可以让企业的文化、理念和观点更加多样化。候选人可能会说多种语言，这可以帮助您增进与异国客户的关系。

　　The candidate isn’t the only person to benefit from an international move; you as the employer also have a lot to gain by hiring an overseas applicant. Every country is currently experiencing certain skills shortages,struggling to match native talent to the jobs that they’re hiring for. If you are feeling the impact of this mismatch, looking at what the international talent market has to offer could be a viable solution. In addition, by hiring somebody from a different country, you diversify your workforce in terms of business culture, ideas and perspectives. This candidate may also speak multiple languages, which could help you foster relationships with clients from other countries.

　　雇用海外人才最主要的好处是，应聘者显然是一个有抱负的人，他/她为了发展自己的事业，甚至愿意移居海外。他们也会更加勤奋，立志在新岗位上获得更大的成就感，他们愿意离开自己熟悉的舒适环境，挑战他们迄今在职业生涯中所取得的成绩本身就很说明问题。

　　The main benefit to hiring an international candidate is that this person is clearly an ambitious individual who wants to progress their career, so much so that they are willing to make the commitment to move overseas. They are also more likely to be more diligent and determined to get a real sense of achievement in their new role, having demonstrated that they are prepared to move out of their comfort zone and emulate the success that they have displayed in their career to date.

　　越来越多的雇主开始意识到搜索全球人才库的好处以及海外人才可以为企业带来的价值。换句话说，您的竞争对手也在努力吸引最优秀的国际人才。如果您所需的技能恰恰是您所在国家当前缺少的技能，竞争会更加激烈。那么要如何才能成为海外求职者首选的雇主呢社交媒体如何影响信息的伦理问题？

　　More and more employers are beginning to recognise the benefit of looking at a global talent pool and the value that overseas candidates can bring to a business. In other words, you have some competition for attracting the best global talent. This is even more so the case if you are hiring for a particular skill which is currently in shortage within your current country. So how can you get a head start in becoming the employer of choice for the overseas candidate?

　　1

　　有效的入职培训

EFFECTIVE ON-BOARDING

　　这样一个大变动所带来的各种实际和情感方面的问题可能会让候选人畏缩，因此，您必须为他们提供尽可能多的支持。您必须针对海外员工制定明确的国际招聘战略并安排专门的人员来实施。确保这些人员能帮助海外员工解决所有的实际问题，包括寻找合适的住所、申请签证、搬家等等。您能帮助他们安顿家人吗？如果他们有孩子，您能帮忙安排当地学校吗？您能为整个家庭提供有吸引力的福利，比如医疗保健和文化培训吗？

　　The candidate may feel daunted by all the practical and emotional aspects of making such a big move; therefore it is important that you provide as much support as possible. It is essential that you have a clear international hiring strategy for overseas employees, plus dedicated staff to implement these. Make sure these staff can help with all of the practical aspects, from finding the right accommodation and managing the visa application process, to shipping their possessions across to their new home. What could you do to help accommodate the people who are moving with them, for instance if they have children, can you help find local schools? Could you offer attractive benefits for the entire family, such as healthcare schemes and cultural training?

　　那么情感方面的问题呢？求职者要去到一个完全陌生的地方，那里没有一个认识的人，因此孤独可能是他们的一大顾虑。他们想知道自己是否会受到欢迎并融入团队。组织中的成员是否随和友善？您会组织员工短途旅行吗？有没有他们可以参加的员工运动队或俱乐部？您能为他们找到专为居住在您的国家的外国人士设立的支持团体或社交俱乐部吗？

　　What about the more emotional aspects of moving abroad? This candidate isn’t likely to know anyone in their new location, therefore loneliness may be a big concern for them. Therefore they will want to know that they will be made to feel welcomed and part of a team. How sociable is your organisation? Can you organise staff outings? Are there any staff sports teams or clubs that they can get involved with? Could you link up to any support groups or social clubs specifically for foreign professionals living in your country?

　　通过制定明确的战略，帮助海外求职者解决实际和情感上的问题，减轻他们可能的顾虑，您就有可能成为一个更具吸引力的潜在雇主。

　　By having clear strategies in place to practically and emotionally integrate an overseas candidates, you mitigate some of the concerns they may have and add to your appeal as a prospective employer.

　　2

　　培训和职业发展机会

TRAINING AND PROGRESSION OPPORTUNITIES

　　因工作迁居海外的求职者通常会比本地求职者更渴望在新岗位上取得成功，这是因为他们为此做出了牺牲。您能帮助他们取得成功？您是否能够提供有效的入职培训，从而让他们发挥最大的潜能？

　　International candidates who have relocated for a role will more often than not have more determination to make the new role a success over a local hire because of the sacrifices they may have made to get there. How can you help them guarantee this success? Will you be able to offer effective training when they first join in order to get the best out of them?

　　我还提到，如果求职者愿意为了一份工作迁居到数千英里外的异国，他们的事业心一定很强，他们希望自己不断进步。那么您要如何确保他们不断发展？您能否为他们安排发展课程或师徒计划？时机成熟时，您会提拔他们吗？

　　As I also mentioned, if the candidate is willing to move thousands of miles away for a job, they are likely to be career driven and want reassurance that they won’t stagnate within this role. How can you make sure they’re constantly developing? Can you put them on a development course or mentorship programme? Would you be able to offer them a promotion when the time is right?

　　记住，海外求职者想要确保新工作是一段前景广阔的职业旅程的开端。

　　Remember, overseas candidates will want to guarantee that this move is the start of a promising and prosperous career journey.

　　3

　　有效的网络呈现

REFLECT THE ABOVE IN YOUR ONLINE PRESENCE

　　完备的入职培训和发展战略固然很好，但要如何让您的全球受众看到它们呢？最好的方式是通过网络。站在海外求职者的角度审视您的网站和社交媒体页面。您的组织是否友善？是否包容？一目了然。

　　It is all well and good having a great on-boarding and development strategy, but how apparent is this to your global candidate audience? The best way to reach out to them is online. Review your website and social media pages from the perspective of an overseas candidate. Is it clear that you are welcoming and accommodating to those willing to make that move?

　　在网站的“招贤纳士”版块介绍您的国际岗位空缺、入职培训方法和发展战略，并加上国际员工案例– 他们亲自体验过这些战略。您还应该使用社交媒体来发布有关国际岗位空缺和成功案例的信息。领英（LinkedIn）是将您的信息传达给目标受众（专业人士）的绝佳方式，无论是发帖还是参与行业讨论（讨论全球人才流动的价值）都非常有效。

　　Talk about your international vacancies, on-boarding practices and development strategies on the careers section of your website, and include case studies of international employeeswho have witnessed these strategies in practice. You should also use social media to your advantage posting about international vacancies and success stories. LinkedIn is a great way to get your message out to a target audience of professionals, whether it is through a publisher post or an industry discussion on the value of a globally mobile workforce.

　　如果您的员工善于交际、热情友善，请务必在您的网站上有效地体现出来。您可以更新社交媒体上的内容，发布员工互动的照片，也可以设立一个“认识我们的团队”版块，介绍每个员工的职责、爱好和兴趣，旁边放一张友善的照片。这会让您的公司显得更有人情味，使海外求职者能够幻想他们可能共事的团队。

　　If you have a sociable and welcoming workforce, make sure you communicate this effectively online. This could be through social media updates and pictures of staff socials, or having a “meet the team” section with information on each employee’s role, hobbies, and interests alongside a friendly profile picture. This gives your company a more personal feel and enables the international candidate to picture who they will be working with even if they are thousands of miles away.

　　总而言之，您可以通过制定明确的战略和安排人员实施这些战略来增强您的企业对海外求职者的吸引力。这些战略可以满足求职者的情感需求 – 从感到受欢迎和融入团队，到知道自己的家人对新生活感到满意。您还应该满足求职者的实际需要，例如寻找合适的住所和搬家。确保您通过您的网站和社交媒体展现这些战略，让全球人才知道您是他们下一份海外工作的首选雇主。

　　In sum, you can further your appeal to the international candidate by having clear strategies in place and members of staff to implement these. These strategies can help meet the candidate’s emotional needs-from feeling welcome and part of the team, to knowing the people coming with them are happy with the move. You should also be able to meet the candidates practical needs, such as finding the right accommodation and getting all their belongings to their new home. Make sure you shout about these strategies via your website and social media, letting the global talent pool know that you are the employer of choice for their next international move.

　　每一篇文章都由瀚纳仕精心编写，如果喜欢，请分享到朋友圈。

　　All Hays articles are refined by our years of experience. If you like our article, feel free to share.

　　往期回顾：

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