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Global IT recruitment. How to communicate with candidates from different countries? Part 2
We have already talked about how interaction with IT talents differs in different countries — if you missed our article, it's time to get acquainted and learn a lot of useful life hacks :) There were really a lot of life hacks, so we decided to split the topic into two articles: so, today we continue to talk about the features of international IT recruiting. Do you want to know how to build productive relationships with candidates in the IT field in order to effectively search for developers and do tech recruitment? Then read on.
CV
Usually, one page CV is considered the norm — a one-page resume. Recruiters who view several hundred resumes a day prefer to receive basic information about the candidate in the most concise and clear form. As a rule, you can easily fit work experience, hard and soft skills, training and other points that the candidate considers important to note on one page, so the one page CV format is as widespread as possible in the IT industry, including.
By the way, one of the key differences between developers in different countries is connected with the CV: for example, in Eastern Europe, candidates may often have not quite up-to-date resumes or, in general, not quite “according to the standard”. This is due to the different conditions of the IT hiring market: in Eastern European countries, the market, as we have already written, remains the candidate's market, so IT professionals often do not focus on compiling an ideal CV, because there is already quite high competition for each experienced candidate.
In Western European countries, on the contrary, the market mainly belongs to the employer, so an up-to-date, well-written CV is one of the ways.
By the way, one of the key differences between developers in different countries is connected with the CV: for example, in Eastern Europe, candidates may often have not quite up-to-date resumes or, in general, not quite “according to the standard”. This is due to the different conditions of the IT hiring market: in Eastern European countries, the market, as we have already written, remains the candidate's market, so IT professionals often do not focus on compiling an ideal CV, because there is already quite high competition for each experienced candidate.
In Western European countries, on the contrary, the market mainly belongs to the employer, so an up-to-date, well-written CV is one of the ways.
Registration of labor relations
Candidates in different regions often prefer to formalize relations with an employer in different ways, since each country has its own specifics of taxation. For example, in Poland or Romania, due to the progressive tax system, most developers opt for B2B cooperation: the company transfers the gloss salary to a specialist (without deducting tax), and the employee pays the tax themselves.
When selecting candidates from different countries, be sure to clarify their preferences for registration, and coordinate this with companies in a timely manner — so, sometimes the employer is not ready to formalize cooperation under a B2B contract, so such nuances need to be clarified at the start so that misunderstandings do not arise between the potential candidate and the employer in the future.
When selecting candidates from different countries, be sure to clarify their preferences for registration, and coordinate this with companies in a timely manner — so, sometimes the employer is not ready to formalize cooperation under a B2B contract, so such nuances need to be clarified at the start so that misunderstandings do not arise between the potential candidate and the employer in the future.
Salary approval
In the last article about international recruiting, we wrote that candidates in Eastern Europe like specifics, so the question of forks for a specific position may sound at the very beginning of communication.
In Western Europe and the USA, there is a slightly different attitude to this: discussing financial topics in letters is considered a bad trend, and it is preferable to pronounce these questions already on the call. Also, sometimes you may encounter a situation when candidates from these regions are not ready to discuss salary expectations at the very beginning of communication, because it is more comfortable for them to first find out how the vacancy appeals to them in general. This situation is completely normal, and you should not put pressure on the candidate: you can discuss salary expectations later, for example, after the first technical interview.
In Western Europe and the USA, there is a slightly different attitude to this: discussing financial topics in letters is considered a bad trend, and it is preferable to pronounce these questions already on the call. Also, sometimes you may encounter a situation when candidates from these regions are not ready to discuss salary expectations at the very beginning of communication, because it is more comfortable for them to first find out how the vacancy appeals to them in general. This situation is completely normal, and you should not put pressure on the candidate: you can discuss salary expectations later, for example, after the first technical interview.
Providing feedback in case of refusal
Sharing feedback with a candidate in case of refusal is considered a rule of good form when working with any regions: it shows respect for a candidate who is as full a participant in the entire selection process as a customer company or recruiter.
Usually refusals are sent in writing: when communicating with candidates from the Eastern European region, recruiters often write them in messengers in which they communicate with the candidate (for example, in Telegram, which is one of the most popular channels). When working with IT specialists from Western Europe or the USA, as a rule, information about the refusal and feedback is sent to the email.
An important remark: do not limit yourself to a formal refusal. Ask if the candidate has any questions, can you help with something else: if the candidate asks to call and discuss the feedback in more detail, do not refuse — this also shows your respect for the candidate and the time they spent on passing the selection, and also leaves a good impression of interaction with you.
The question that sometimes arises is: if the algorithm of interaction with candidates who were in the process is clear, what should be done if the refusal occurs on the CV? For example, when a candidate responds to your job opening through a job board. In this case, as a rule, a standard refusal on the site is sufficient: usually job boards offer templates for a cover letter that the candidate receives along with a notification of refusal — you can choose one of these templates or make your own.
Usually refusals are sent in writing: when communicating with candidates from the Eastern European region, recruiters often write them in messengers in which they communicate with the candidate (for example, in Telegram, which is one of the most popular channels). When working with IT specialists from Western Europe or the USA, as a rule, information about the refusal and feedback is sent to the email.
An important remark: do not limit yourself to a formal refusal. Ask if the candidate has any questions, can you help with something else: if the candidate asks to call and discuss the feedback in more detail, do not refuse — this also shows your respect for the candidate and the time they spent on passing the selection, and also leaves a good impression of interaction with you.
The question that sometimes arises is: if the algorithm of interaction with candidates who were in the process is clear, what should be done if the refusal occurs on the CV? For example, when a candidate responds to your job opening through a job board. In this case, as a rule, a standard refusal on the site is sufficient: usually job boards offer templates for a cover letter that the candidate receives along with a notification of refusal — you can choose one of these templates or make your own.
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!
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