India |
||||||
abroad . Here are some strategies |
to answer them clearly . This |
In India , we ’ ve noticed a higher |
||||
we ’ ve found effective : |
not only builds the candidate ’ s |
level of caution from candidates |
||||
● Establish trust from the start |
confidence but also conveys that |
who initially avoid interactions with |
||||
Candidates may question the |
they ’ re dealing with a professional , |
unfamiliar companies . To address |
||||
legitimacy of an unfamiliar |
structured company , which is |
this , we started offering direct |
||||
company , so it ’ s crucial to build |
essential in the international |
calls early in the process to ensure |
||||
credibility early on . |
recruitment landscape . |
candidates understood that we |
||||
|
● Ensure it ’ s a positive experience
A personalised , human touch
throughout the recruitment
process makes candidates
|
Specific cases by geography
These insights are based on the
|
were legitimate and not a scam .
Europe In Europe , we ’ ve seen more
|
||||
feel valued and respected . |
domains we recruit for and may |
instances of ghosting , where |
||||
This approach emphasises the |
not apply to every field – they are |
candidates may disengage |
||||
company ’ s professionalism |
generalisations from my perspective |
from the process unexpectedly . |
||||
and authenticity . |
as a Portuguese recruiter . |
Additionally , European candidates |
||||
|
● Leverage local employees
Having someone from the
|
Brazil |
tend to disengage more quickly if they aren ’ t 100 % convinced about |
||||
candidate ’ s country on the team |
In Brazil , candidates demonstrate |
the role or company . This requires |
||||
can provide valuable reassurance . |
a confident and positive attitude |
a faster , more engaging recruitment |
||||
This connection helps candidates |
in the job search process , even if |
process to keep their interest . |
||||
|
feel more comfortable and allows
them to ask specific questions
about bureaucratic or legal
nuances in their home country .
|
they feel their English skills could
be improved . This confidence
helps move the recruitment
process forward , as candidates are
|
Rita Mendes , people and culture manager at Alts Digital |
Recruiting globally for a growing company like Alts Digital requires constant adaptation to cultural and market differences . Active sourcing |
|||
|
Getting to grips with bureaucratic questions
One critical aspect of global
|
generally more open to engaging .
Being a Portuguese company
also plays a role , as shared
language and cultural
|
remains our primary strategy , but it ’ s equally important to understand the nuances of each region and adjust our approach accordingly . |
||||
recruitment is mastering responses |
aspects make them feel |
Building trust and delivering a |
||||
to the bureaucratic questions |
more comfortable . |
positive candidate experience |
||||
|
candidates may have . Issues
around contracts and taxes often
|
LatAm |
is crucial , especially in markets where people may be hesitant |
||||
come up , and it ’ s important for |
In other LatAm countries , |
to apply to a lesser-known |
||||
recruiters to be well prepared |
we find candidates |