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International recruitment practices questions

Module: Recruitment strategy

  1. Challenge: How do we determine our company strategy?
    1. Question: What is our core offering?
    2. Question: What is our business model?
    3. Question: What is our competitive situation?
    4. Question: What is our growth ambition?
    5. Question: What is our HR strategy supporting this growth ambition?
    6. Question: What is the impact on our recruitment strategy?
  2. How do we determine our recruitment goals?
    1. How many people do we have to hire next year?
    2. How many recruiters do we need for this?
    3. How many other HR team members do we need for this?
    4. What other HR role do we need to support these recruitment numbers?
    5. What organizational adaptions do we have to make to hire this number of people?
    6. Where do we find this number of people?
  3. How do we determine our recruitment outcomes (KPI, OKR, Jobs-To-Be-Done)?
    1. What is our new hire target outcome?
    2. What is our employee retention target outcome?
    3. What is our inbound application target outcome?
    4. What is our recruitment partner’s target outcome?
    5. What is our direct sourcing target outcome?
    6. What is our employee referral target outcome?
  4. How do we determine our recruitment situation?
    1. What is our new hire target situation?
    2. What is our employee retention situation?
    3. What is our inbound application target situation?
    4. What is our recruitment partner’s situation?
    5. What is our direct sourcing target situation?
    6. What is our employee referral target situation?
  5. How do we determine our recruitment challenges?
    1. What are our new hire target challenges?
    2. What are our employee retention challenges?
    3. What are our inbound application target challenges?
    4. What are our recruitment partner’s challenges?
    5. What are our direct sourcing target challenges?
    6. What are our employee referral target challenges?
  6. How do we determine our recruitment approach?
    1. What is our approach to new hiring?
    2. What is our approach to employee retention?
    3. What is our approach to inbound applications?
    4. What is our approach to recruitment partners?
    5. What is our approach to direct sourcing?
    6. What is our approach to employee referral?
  7. How do we determine our recruitment leadership team?
    1. Who is our HR leader?
    2. Who is our talent acquisition leader?
    3. Who is in charge of employee retention?
    4. Who is in charge of inbound applications?
    5. Who is in charge of managing recruitment partners?
    6. Who is in charge of direct sourcing?
    7. Who is in charge of our employee referral program?

Module: Work culture approach

  1. How do we determine our company values?
    1. What are our company focus values?
    2. What values are less important for us?
    3. What company culture is a role model for us?
    4. What is our approach to communicating our values?
    5. What is our approach to executing our values?
    6. What is our approach to correcting leadership behavior?
    7. What is our approach to maintaining a friendly work environment?
  2. How do we organize our company?
    1. What is the general organizational approach to structuring our company?
    2. What are the organizational guiding principles?
    3. What is the usual team size?
    4. What is the approach to organizing work within teams?
    5. What is the approach to organizing work between teams?
    6. What is our approach to remote work?
    7. What is our approach to on-site work?
  3. How do we work together?
    1. What is our approach to reducing meetings?
    2. What is our approach to making time for quiet working time?
    3. What is our approach to reducing the number of internal emails?
    4. What is our approach to focusing on our strengths?
    5. What is our approach to reducing our weaknesses?
    6. What is our approach to collaborative learning?
  4. How do we collaborate with each other?
    1. What is our approach to divide work within the team?
    2. What is our approach to divide work between teams?
    3. What is our approach to sharing work outputs?
    4. What is our approach to supporting colleagues with their tasks?
    5. What is our approach to reducing the workload of our team leaders?
    6. What is our approach to educating others on our work outputs?
  5. How do we communicate with each other?
    1. Who decides on our communication software solutions?
    2. What is the communication software selection process?
    3. What communication approach (sync/async, verbal/written) do we choose?
    4. What software solution do we use for verbal synchronous communication?
    5. What software do we use for verbal asynchronous communication?
    6. What software solution do we use for written synchronous communication?
    7. What software solution do we use for written asynchronous communication?
    8. What other communication software solutions do we use?
    9. Where do we write down our internal communication guidelines?
  6. How do we meet?
    1. What is our approach to meetings?
    2. What is our approach to reducing the number of meetings?
    3. What is our approach to reducing the number of meeting participants?
    4. What is our approach to reducing the duration of meetings?
    5. How do we prepare our meetings?
    6. How do we moderate our meetings?
    7. What is our approach to producing meeting outcomes (e.g., KPI improvement)?
    8. What is our approach to producing meeting outputs (e.g., documents)?
    9. What is our approach to writing down our meeting results?
    10. What is our approach to sharing our meeting results?
  7. How do we work with freelancers?
    1. What is our approach to hiring freelancers?
    2. What job roles qualify for freelancers?
    3. What are our language requirements?
    4. What are our time zone requirements?
    5. What are the contractual requirements?
    6. What are our other legal requirements?
    7. What are the online talent platforms we use to search for freelancers?
    8. What are the differences in how we lead and manage freelancers?
  8. How do we integrate diversity?
    1. What is our general approach to diversity?
    2. What are the diversity dimensions (e.g., gender, race, religion, politics) we should take into account?
    3. What is our approach to integrating diverse people?
    4. What is our approach to integrating diverse cultures?
    5. What is our approach to not stressing people too much with the diversity topic?
    6. What is our approach to people who neglect the diversity topic?
    7. What is our approach to handling cultural differences?
  9. How do we support international employees?
    1. What is our approach to international hiring?
    2. What is our approach to visa sponsorship?
    3. What is our approach to remote hiring?
    4. What is our approach to cultural integration?
    5. What is our approach to building a harmonized leadership & management culture?
    6. What are workforce management solutions which support a global workforce?
    7. What are payroll solutions to simplify remote hiring?

Module: Recruitment agencies & platforms

  1. How do we decide on "make or buy"?
    1. What is our current sourcing capability state?
    2. What percentage of recruitment numbers do we make without recruitment agencies and online platforms?
    3. What are the reasons to hire an recruitment agency?
    4. What are the reasons against hiring a recruitment agency?
    5. What are the costs of recruitment agencies?
    6. What are the reasons to hire a recruitment online platform?
    7. What are the reasons against hiring a recruitment online platform?
    8. What are the costs of recruitment online platforms?
  2. How do we determine our partner process?
    1. What is the approach to finding innovative recruitment partners?
    2. What is the approach to evaluating possible new recruitment partners?
    3. What is the approach of integrating applications through partners into our applicant tracking system?
    4. What is the approach of integrating the talent pools of our partners into our applicant tracking system?
    5. How many applications through a specific partner channel justify a slight integration into our recruitment process?
    6. How many applications through a specific partner channel justify a deep integration into our recruitment process?
  3. How do we determine our partner selection criteria?
    1. What are our mass hiring partner selection criteria?
    2. What are our quality partner selection criteria?
    3. What are our role partner selection criteria?
    4. What are our seniority partner selection criteria?
    5. What are our skill profile partner selection criteria?
    6. What are our business/operating model partner selection criteria?
    7. What are our interaction process partner selection criteria?
    8. What are our pricing model partner selection criteria?
  4. How do we select recruitment partners?
    1. How many people can we source through a specific partner?
    2. What is the quality of people sourced through specific partners?
    3. What are the roles sourced through specific partners?
    4. What is the seniority of people sourced through specific partners?
    5. What are the skill profiles sourced through specific partners?
    6. What are the business/operating models of specific partners?
    7. What are the interaction processes of specific partners?
    8. What are the pricing models of specific partners?
  5. How do we manage recruitment partners?
    1. What is our approach to continually evaluating recruitment partners?
    2. What is our approach to maintaining relationships with partners?
    3. Who manages our recruitment partnerships?
    4. Who escalates our recruitment partnerships?
    5. What is our approach to canceling recruitment partnerships?
    6. What is our approach to finding alternative partners?
  6. How do we build an internal talent platform?
    1. Why should we build an internal talent platform?
    2. What is the primary goal of building an internal talent platform?
    3. What are the other goals of building an internal talent platform?
    4. What is the process approach to building an internal talent platform?
    5. What is the technical approach to building an internal talent platform?
    6. What is the approach to acquiring talent for our internal talent platform?
    7. What are our criteria to kill our internal talent platform?
    8. When do we plan to rework our internal talent platform?

Module: Employer branding

  1. How do we determine our customer branding?
    1. What do we offer?
    2. Why are we different?
    3. Why do customers choose us?
    4. Why don’t customers choose us?
    5. What is our marketing approach?
    6. What is our sales approach?
    7. What is the connection between our customers and our employees?
  2. How do we determine our company culture?
    1. What is our leadership style?
    2. What is our management style?
    3. What is our organizational structure?
    4. What is our team collaboration style?
    5. What is our team cooperation style?
    6. What is our team communication style?
    7. What makes our company culture different to other companies?
  3. How do we determine our offering to candidates?
    1. What positions do we offer?
    2. What payment structure do we offer?
    3. What stock options do we offer?
    4. What expense policy do we offer?
    5. What other incentives do we offer?
    6. What culture do we offer?
    7. What unique employer proposition do we offer?
  4. How do we determine our company's role models?
    1. What are our company role models?
    2. What are our leader role models?
    3. What are our founder role models?
    4. What are our recruitment program role models?
    5. What are our recruitment marketing role models?
    6. What are our pay & incentive role models?
    7. What are our employer branding role models?
  5. How do we determine a candidate-employer culture fit?
    1. What are the candidate questions we want to hear?
    2. What are the candidate questions we don't want to hear?
    3. What are the companies our candidates should have worked for before?
    4. What are the companies our candidates shouldn't have worked for before?
    5. What are the candidate qualifications for a cultural fit?
    6. What are the candidate characteristics for a cultural non-fit?
  6. How do we communicate our uniqueness?
    1. What is different about our company culture?
    2. What is our approach to show this difference?
    3. What is our approach to making this uniqueness appealing?
    4. What is our approach to distributing our message?
    5. What is our approach to generating interest in our way of working?
    6. What are the trade-offs of our unique culture?
    7. What are the disadvantages of our unique culture?

Module: Talent sourcing

  1. How do we determine our geographical outreach approach?
    1. What countries do we naturally get applications from?
    2. What countries can we employ remote workers from?
    3. What other countries have qualified people?
    4. What is the approach to finding people in nearby countries?
    5. What is the approach to finding people for remote work?
    6. What is the approach to finding people for relocation?
  2. How do we target candidates?
    1. What search engines do our candidates regularly use?
    2. What social networks do our candidates use?
    3. What websites do our candidates regularly visit?
    4. What message do our candidates like to read from us?
    5. What is the preferred way of communication for our candidates?
    6. What are the "non-obvious" filters to find our candidates?
  3. How do we target employees of our competitors?
    1. What are the competitors we want to find candidates from?
    2. What are the roles we want to get candidates from our competitors?
    3. What is the relative salary level (compared to the industry average) our competitors pay?
    4. What are the topics our competitors' employees are interested in?
    5. What message do employees of our competitors want to hear?
  4. How do we determine our outreach message?
    1. What is the optimal length of our cold outreach message?
    2. What is the social message we want to use for cold outreach?
    3. What is the cultural message we want to use for cold outreach?
    4. What is the professional message we want to use for cold outreach?
    5. What is the message to explain our interview and hiring process for cold outreach?
    6. What is the call to action for our cold outreach message?
  5. How do we support our candidates' decision-making?
    1. What are the general options our candidates have?
    2. What is our approach to communicating our job as a better alternative?
    3. What is the content we provide to support our candidates' decision-making?
    4. What social activities do we offer to support our candidates' decision-making?
    5. What is our approach to connecting our candidates on social media?
    6. What is our approach to foster communication between our current employees and our candidates?
  6. How do we explain our company culture?
    1. What are the values we communicate to our candidates?
    2. What is our single cultural differentiator for junior employees?
    3. What is our single cultural differentiator for mid-career employees?
    4. What is our single cultural differentiator for senior employees?
    5. What is our approach to communicating our culture to candidates through social media?
    6. What are common objections to our company culture?
    7. What do we tell candidates in doubt?
  7. How do we explain our uniqueness?
    1. What is our unique offering?
    2. What is our unique business model?
    3. What is our unique culture?
    4. What are our unique values?
    5. What is our unique value proposition for candidates?
    6. What is our unique candidate communication?
    7. What is our unique recruitment process?

Module: Employee referral program

  1. How do we determine the goals of our employee referral program?
  2. How do we encourage referrals?
  3. How do we pay for referrals?
  4. How do we design our referral process?
  5. How do we determine our referral policies?
  6. How do we select an employee referral software solution?
  7. How do we communicate our employee referral program?

Module: Assessment & hiring

  1. How do we design our hiring process?
  2. How do we decide on the applicant tracking software solution?
  3. How do we decide on employee assessment solutions?
  4. How do we decide on employee tests?
  5. How do we design our interview questions?
  6. How do we design on our candidate selection criteria
  7. How do we hand over a candidate from recruitment to hiring to payroll?

Module: Immigration & relocation

  1. How do determine our visa sponsorship?
  2. How do we determine our relocation support?
  3. How do we decide on the immigration & relocation process?
  4. How do we select an immigration & relocation service provider?
  5. How do we adapt our interview & hiring process for international candidates?
  6. How do support cultural challenges throughout the hiring process?
  7. How do we support our workforce in welcoming hires from different cultures?

Module: New hire onboarding

  1. How do we welcome new colleagues?
  2. How do we explain to new colleagues our internal processes?
  3. How do we introduce new colleagues to their teams?
  4. How do we support new colleagues with written guides?
  5. How do we select an employee onboarding software solution?
  6. How do we include new employees in our company culture?
  7. How do we collect feedback from new colleagues?