Our international IT recruitment agency works all over the world, recruiting tech talents and searching for software developers for companies from various countries.
Therefore, every day we communicate with candidates from different countries: considering that technical recruiting in various regions has its specifics, we decided to share our experience in the article and tell you how to build communication with IT candidates in international markets, what to pay attention to and what things are best avoided.
Communication with candidates and GDPR
The communication channels preferred by candidates may vary significantly from region to region: for example, if communication in Telegram is common for the CIS and Eastern Europe, candidates from Western Europe and the USA may be more likely to be repelled by a quick transition to messengers, but communication on LinkedIn, on the contrary, will be the most comfortable way to start the interaction. It is also possible to clarify the email there, — it is not acceptable to write without the candidate's permission (for example, by simply finding an up-to-date email in their LinkedIn profile), since this is a violation of the personal data policy (GDPR).
GDPR standards may vary slightly from region to region, so it makes sense to familiarize yourself in advance with the rules that regulate interaction in the territory where you are recruiting tech talents.
As a rule, the retention period of personal data in many countries is plus or minus 2-3 months: after that, you will be required to delete the contacts of candidates. Example: a candidate has agreed to give you their email to get more detailed information about the vacancy. For some reason, communication has stopped, but three months have passed (or any other period relevant to the GDPR of the region in which you are looking for specialists), and you have another vacancy that could interest the candidate. You will need to ask for mail again, and only after that write a letter.
In recruiting, as in any other field based on communication with people, a lot depends on building productive and friendly relationships: for example, a candidate with whom you have a pleasant start of communication, as a rule, will be more disposed to continue the dialogue. For everything to be successful, be sure to take into account the specifics of the mentality of a particular professional: this knowledge will help you navigate how to start interacting as comfortably as possible for both sides.
For example, if candidates in the CIS prefer to get straight to the point without being distracted by small talk (it's better to have more specifics and clarity and less water, the answers are instant, and everything is as fast as possible), in Western Europe the situation is the opposite: a specialist will appreciate more if you do not rush things but start a dialogue with neutral topics for establishing contact. It also melts the ice perfectly by clarifying whether the recruiter pronounces the name of a particular candidate correctly or questions about mood and business. In general, do not rush, the discussion will always have time to reach the point :)
Different regions have different tools for searching for candidates. If for the CIS, most IT recruitment agencies use recruiting services like AmazingHiring and thematic chats and Telegram channels, then for Western European regions, the UK, Canada, and the USA, it makes sense to consider publishing vacancies on Angellist and Glassdoor, and look for candidates on LinkedIn and Recruiter.
The preferences of tech talents, including financial ones, differ from region to region: for example, the average salary for a senior engineer will be about 80,000 euros per year in Portugal or Spain but will be higher in the UK — 115-120,000 pounds per year.
Financial expectations are not the only thing that distinguishes candidates from different countries: for example, European IT professionals pay more attention to work-life balance, and for them, this is one of the decisive factors. Also, remote work is still very much appreciated by candidates, but many companies in Europe are now returning to offices on the contrary after completely remote work in covid time: therefore, if the company is ready to consider candidates for mixed employment (office + remote), be sure to indicate this in the job opening.
Now is the time to try out the resources in action and find the best candidates :) And our tech recruitment agency wishes you quick responses and accepted offers!