Employer Branding and Active Sourcing

Cornelia Walter () and Zeina Matar ()
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Zeina Matar: Intercultural Consulting

Chapter Chapter 4 in International Professionals for the DACH Region, 2024, pp 49-60 from Springer

Abstract: Abstract Recruiting is far more than application management. Even though scheduling and offer creation are important, the entire field of tasks has changed: the employer market is determined by a shortage of skilled workers and is therefore moving towards a labor market. This means professionals can now choose their companies. Therefore, rethinking is necessary: employers present themselves from their best side and the suitable professionals are actively sought. This chapter presents the individual phases of recruiting for international professionals. The basis is employer branding. Only when professionals become positively aware of the company the recruiting process can begin. In the preliminary phase, the staff is planned and the decision for international professionals is made. Now the search begins on different channels. Traditional applications are still possible, where job seekers apply to a company. In this context, good employer reviews are important, especially since international professionals often do not know the companies. Appearances at trade fairs—online and physically—increase the company’s visibility once again. Suitable candidates can be directly addressed. The third phase of recruiting is of an administrative nature: At this point, the verification of foreign qualifications and migration possibilities (see Chap. 3 ) are particularly important for international professionals to avoid surprises. Otherwise, (online) scheduling and interviews fall into this phase. When making the decision, salary negotiations once again play a special role in the international context, as cultural differences become apparent (see Chap. 2 ).

Date: 2024
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DOI: 10.1007/978-3-658-45248-3_4

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