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Recruitment Roundup – 2.9.18

International Idiosyncrasies: An Intro To Job Postings

When you’re tasked with recruiting across the globe, you’re concerned with where to post, how to target the correct candidate, and if you are representing the brand appropriately.  The last thing on most recruiters’ minds is the rules, social norms, and sometimes even national laws that govern how jobs are posted. Which is why I’m here – Hi! Sarah Morgan here! International Recruiting is kinda my “Shtick” – so let me be your guide.

Here are 3 of the most common international recruiting questions I'm asked.


1. Should I translate my posting to the native language?

That really depends, fellow international recruiter! In most countries – the general rule of thumb is if the employee must communicate with English speakers, it’s a good idea to post the job and require the resumes (CV’s for those across the pond!) in English. If not, the native tongue is preferred. Now all of this is well and good, but then comes France. It is a national law that any job posted in France must be posted in French. Be aware of that before looking to post – some job boards will charge you a translation fee of about 100€, so if you have an employee who can translate the posting, you’ll save yourself some money!

2. How many applicants should I expect?

Another hurdle to get over is the mindset that the number of applicants will be the same as it would be for a regular domestic posting. It’s important to get that out of your head immediately – because in some cases, you’re going to be inundated with CV’s, and in others, you’re going to wonder if maybe you said something wrong because you got so few! In Germany, for instance, it is customary for applicants to only apply for jobs that they consider themselves 100% qualified for. Germans, unlike Americans, aren’t going to apply for jobs above their station, or something they think they would be good at, so, it’s always best to throw out a wider net in Germany. Less concrete qualifications and broader responsibilities will result in a larger talent pool. More specific job listings will give you less individuals to interview, but more qualified candidates! In the middle east and India, however, it is the candidates that cast the wide net, so be prepared for many applicants in these regions.

3. Is recruitment the same everywhere?

Lastly – the style upon which you reach your applicants can be totally different depending on the country. In Russia, job seekers tend to be much more passive, so prepare to put your recruiters to work sourcing candidates through databases or email campaigns. In the UK, you have to be sure to list the compensation and benefits to see an effective result – if it isn’t listed, you won’t see people applying. In APAC (Countries of the Asia-Pacific Region)– targeting people’s cell phones can prove far more beneficial in finding the candidate you may be searching for. More job seekers will access the internet through a mobile device than a home computer in APAC, so investing in text campaigns and mobile friendly job boards will bring you great results.

What else would you like to learn about international recruitment? Leave any questions, theories, pitfalls, or concerns in the comments below – we’d love to help!


Nexxt is a recruitment media company that uses today’s most effective marketing tactics to reach the full spectrum of talent – from active to passive, and everything in between. Learn more about hiring with Nexxt.