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​Maya Babla
​LinkedIn
Getting fluent in the language of
global recruitment
​Leonardo Intriago
​LinkedIn
​George Bernard Shaw
The single biggest problem in
communication is the illusion
that it has taken place.
Talent across different
markets think differently
about work
The company's culture and values
66%
The company's perks and benefits
54%
The company's mission and vision
50%
The company...
What information about a company would help you decide whether or not to work there?
Regions where culture and
values are ...
What information about a company would help you decide whether or not to work there?
Countries where perks and
benefits ar...
How open are candidates to new opportunities?
Most passive candidates
China 78%
Taiwan 78%
Japan 77%
Russia 75%
Belgium 72...
What motivates candidates to work?
Most purpose-oriented countries
Sweden 53%
Germany 50%
Netherlands 50%
Belgium 49%
Pola...
And they respond
differently to your
messages
China, Taiwan, Hong
Kong, Singapore,
Korea, Japan
United States
InMail Response Behavior Analysis
Sales Professionals
24%
54%
22%
42%
45%
13%
US InMails Sent (%) APAC InMails Sent (%)
*Acceptance rate expressed as difference from average
Bo...
40%
13%
47%
57%
10%
33%
US InMails Sent (%) APAC InMails Sent (%)
Batch Size 1:1 2-10 recipients 10+ recipients
+15%* +9%*...
16%
74%
10%
19%
75%
6%
US InMails Sent (%) APAC InMails Sent (%)
Subject Length 1-2 words 3-10 words 11+ words
+4%* -1%*
W...
A one-size-fits-all approach…
…doesn’t fit all.
Brand Language Relevancy
What’s going wrong?
Common mistakes that will lower your response rate
Key TakeawayBefore you launch an
international recruitment
strategy…
The building blocks of
your international recruitment strategy
Research Listen Reach Out & Refine
Research
Leverage LinkedIn Recruiter
Search Insights
Sales Director;
Germany, Munich Area;
Skills: International
Sales, Business
St...
Get the Global Talent Trends Report
Listen
Tips for Recruiters Globally
STAND OUT: Make sure
your message catches
attention and drives
action. I've also seen
some pe...
Tips for Recruiters Globally
Do not use fancy
language. Keep the
InMail crisp and to the
point.
In Spain, communication it...
Reach Out, then Refine
Cross cultural communication
is about a lot more than just
what country you’re from
Takeaways
• Talent across markets think
differently about work
• Tailor your outreach accordingly
• Build your strategy: r...
Communicating with international candidates: Getting fluent in the language of global recruitment | Talent Connect 2016
Communicating with international candidates: Getting fluent in the language of global recruitment | Talent Connect 2016
Communicating with international candidates: Getting fluent in the language of global recruitment | Talent Connect 2016
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Communicating with international candidates: Getting fluent in the language of global recruitment | Talent Connect 2016

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Maya Babla, LinkedIn
Leonardo J. Intriago, LinkedIn

Consider: if you were a German or Chinese prospect, how would you react to an InMail with the headline, "This is an awesome opportunity for you"? If you are a US-based recruiter reaching out to an candidate in India, how should you adapt the tone and content of your message to resonate best? How can you effectively spark a conversation with a prospect from a foreign culture?

This presentation will help you strengthen your international candidate attraction strategy. You know that a one-size-fits-all approach doesn't work -- so what does? We'll take a look at what's important to job seekers across the globe, what makes for effective messaging, and how to quickly get savvy about a new market.

Designed with global organizations in mind, this discussion will equip you with tips, tricks and insights for engaging successfully with candidates across cultures.

Session highlights:
Develop your cross-cultural communication savvy and deliver InMails that resonate with candidates across different cultures.
Data on what does (& doesn't) work in international recruitment.
How to adapt your strategy and build rapport with candidates in new markets.

Check out the best of Talent Connect: http://bit.ly/2e5ojNe

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Communicating with international candidates: Getting fluent in the language of global recruitment | Talent Connect 2016

  1. 1. ​Maya Babla ​LinkedIn Getting fluent in the language of global recruitment ​Leonardo Intriago ​LinkedIn
  2. 2. ​George Bernard Shaw The single biggest problem in communication is the illusion that it has taken place.
  3. 3. Talent across different markets think differently about work
  4. 4. The company's culture and values 66% The company's perks and benefits 54% The company's mission and vision 50% The company's products or services 48% Employee perspectives of the company 48% The company's office locations 48% The company's leadership 45% Different roles available at the company 40% How the company is structured 38% The company is an industry leader 31% The company's diversity efforts 22% The company's philanthropy and social good efforts 21% Mutual connections at the company 20% What matters to talent globally? What information about a company would help you decide whether or not to work there?
  5. 5. What information about a company would help you decide whether or not to work there? Regions where culture and values are ranked less important Russia 49% Qatar 53% Saudi Arabia 53% Kuwait 54% North Africa 54% Top 5 countries that view culture and values as an important criteria New Zealand 80% United States 77% Australia 77% Hong Kong 76% Singapore 75% 66% Global Average The company’s culture and values
  6. 6. What information about a company would help you decide whether or not to work there? Countries where perks and benefits are ranked less important Denmark 23% Norway 35% Finland 38% Italy 39% Sweden 41% Top 5 countries that view perks and benefits as important criteria Colombia 71% United States 70% Brazil 68% Taiwan 67% China 65% 54% Global Average The company’s perks and benefits
  7. 7. How open are candidates to new opportunities? Most passive candidates China 78% Taiwan 78% Japan 77% Russia 75% Belgium 72% Most active candidates Qatar 56% United Arab Emirates 53% North Africa 52% Colombia 48% Saudi Arabia 47% 36% Active - 64% Passive Global Average
  8. 8. What motivates candidates to work? Most purpose-oriented countries Sweden 53% Germany 50% Netherlands 50% Belgium 49% Poland 48% 5 regions with the least- purpose oriented workforce United Arab Emirates 28% Qatar 28% North Africa 28% Kuwait 26% Saudi Arabia 23% 37% Global Average
  9. 9. And they respond differently to your messages
  10. 10. China, Taiwan, Hong Kong, Singapore, Korea, Japan United States InMail Response Behavior Analysis Sales Professionals
  11. 11. 24% 54% 22% 42% 45% 13% US InMails Sent (%) APAC InMails Sent (%) *Acceptance rate expressed as difference from average Body length 1-99 words 100-199 words 200+ words +15%* +1%* When engaging sales professionals, short InMails work better in the US than in APAC -1%* +7%* -14%* -8%* Acceptance Rate
  12. 12. 40% 13% 47% 57% 10% 33% US InMails Sent (%) APAC InMails Sent (%) Batch Size 1:1 2-10 recipients 10+ recipients +15%* +9%* When reaching out to sales professionals, InMails sent on a 1:1 basis are most effective -1%* +5%* -14%* -14%* *Acceptance rate expressed as difference from average Acceptance Rate
  13. 13. 16% 74% 10% 19% 75% 6% US InMails Sent (%) APAC InMails Sent (%) Subject Length 1-2 words 3-10 words 11+ words +4%* -1%* When reaching out to sales professionals, InMails with a more detailed subjects work better in APAC +3%* -2%* -8%* +2%* *Acceptance rate expressed as difference from average Acceptance Rate
  14. 14. A one-size-fits-all approach… …doesn’t fit all.
  15. 15. Brand Language Relevancy What’s going wrong? Common mistakes that will lower your response rate
  16. 16. Key TakeawayBefore you launch an international recruitment strategy…
  17. 17. The building blocks of your international recruitment strategy Research Listen Reach Out & Refine
  18. 18. Research
  19. 19. Leverage LinkedIn Recruiter Search Insights Sales Director; Germany, Munich Area; Skills: International Sales, Business Strategy, Sales Management
  20. 20. Get the Global Talent Trends Report
  21. 21. Listen
  22. 22. Tips for Recruiters Globally STAND OUT: Make sure your message catches attention and drives action. I've also seen some people go too far to stand out, so try not to be too wacky. Understand the specific industry dynamics they are recruiting for, to be able to convince candidates. Be short sharp and concise. Top talent in the UK want a role they aspire to do versus the role they are doing now. Be personal and to the point. India is fairly formal when communicating offline, so if an InMail has a very casual language and if we were trying to reach a senior level candidates, chances are we may not get a response.
  23. 23. Tips for Recruiters Globally Do not use fancy language. Keep the InMail crisp and to the point. In Spain, communication it has to be simple and straight to the point; Spanish professionals value transparency and don´t like exaggeration. For instance, describing an opportunity as "AMAZING" or "AWESOME" doesn't work. APAC is a complex region with lots of different languages and cultures… you can't assume we are all the same.
  24. 24. Reach Out, then Refine
  25. 25. Cross cultural communication is about a lot more than just what country you’re from
  26. 26. Takeaways • Talent across markets think differently about work • Tailor your outreach accordingly • Build your strategy: research, listen, reach out & refine

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