Recruiting foreigners requires more than language skills. Cultural aspects, transparency of working conditions and understanding the specific needs of candidates from outside the country are key. We asked our MBE Group experts Olga Niedbała, E-Commerce Specialist, and Paulina Mech, HR Business Partner, about what elements such an ad should have.

Learn about the eight key features that every good job ad targeting foreign candidates should have:

1. Outline your recruitment process

Nowadays, candidates expect the recruitment process to be clear and understandable. This is an essential element – after all, the recruitment process is the first milestone in building a relationship between our company and a potential employee. From this perspective, knowing about the stages and process of recruitment builds their trust in the company. In turn, the lack of transparency can scare off valuable candidates, suggesting chaos or lack of professionalism.

Candidates must know the number of stages in the recruitment process, who they will be talking to, and what the next steps are. This information allows you to prepare better and reduce the stress of the entire process. In addition, by clearly presenting the rules of recruitment we also show that our company respects the applicants' time and energy.

2. Carefully explain the terms of employment

The first step to creating an effective ad is to present the terms of employment clearly and understandably.

“Transparently presented employment information is crucial; we should include details about the type of contract, working hours, and, if possible, salary ranges,” notes Olga Niedbała, E-Commerce Specialist at CareersinPoland.com portal, which is part of the MBE Group.

You should also clearly state the place of work and the mode of work (desktop, hybrid or remote). When working remotely, it will be crucial to specify which time zone the team operates in and, or whether the company offers support in adapting to the new conditions.

3. Precisely define the language requirements

A common mistake Olga points out is the lack of detailed information on language skills:

“It is worth specifying precisely the level of language skills. Simply stating ‘communicative’ tells candidates little about what an employer expects for the stated position.”

Such a procedure will not only help candidates better understand the requirements but can also help reduce the number of inadequate applications.

Recruiting candidates with foreign languages is sometimes quite a task.

It is most difficult to find candidates with rare languages that are not as commonly taught or spoken in Poland. A good example of this is Scandinavian languages (Swedish, Norwegian, Danish), which, despite their cultural proximity to Europe, are relatively rare in Poland. Asian languages, such as Chinese, Japanese, and Korean, are also in growing demand, and currently, the number of candidates who can speak them fluently is relatively small.

Language certificates can also be an important element. They are good, because fairly standardized, confirmation of language proficiency, especially at the initial recruitment stage. Certificates such as TOEFL, IELTS or Cambridge English Qualifications (for English), DELF (for French) or JLPT (for Japanese) can show the objective level of a candidate. However, it's good to keep in mind that certificates alone don't always reflect the full range of practical skills, so it's a good idea to conduct additional tests, such as interviews in a particular language, during the recruitment process.

4. Remuneration: about salary ranges and forms of wages

The issue of remuneration itself is also not insignificant. Nowadays, giving a salary range is no longer an option, but a standard in many international markets.

“We should specify the currency and whether the amount quoted is a gross or net rate, depending on the type of contract we offer”, Olga explains. “In addition, we should take into account local differences in forms of remuneration; in some countries, hourly rates are a standard, in others – weekly or monthly rates are more common.”

This information helps potential employees better evaluate the offer and match it to their economic situation and financial expectations.

5. Cultural differences and company fit - what is worth considering?

In addition to the issue of working conditions, a recruitment advertisement aimed at foreigners should also consider less obvious, but no less important factors.

A well-written ad should take into account potential cultural differences between the company and the candidate.

Paulina Mech, HR Business Partner at MBE Group, suggests that companies should be clear about what kind of organizational culture they represent:

“The most important thing is to ask ourselves the question: what is the culture of our company? Is it more formal, hierarchical, direct, or individual? Or is it the other way around? It is important that when looking for an employee from a different culture, we should be straightforward about it.”

For example, in cultures like Japan's, structures are hierarchical and formalized, while in the US, companies often operate more flatly and flexibly. Describing the company's atmosphere and work style allows candidates to understand better what to expect and whether they will be comfortable in a new environment.

6. Comprehensive relocation support - how to help foreign candidates in their first steps in a new country?

Relocation is a costly and time-consuming process, so proper support in this area can determine a candidate's choice of a particular offer.

Paulina stresses the importance of the recruitment process, which helps employees better understand their new situation:

“It is often appreciated that one of the stages of recruitment includes paid travel to thenrelocation site, the candidate, and often the candidate with family. Without a doubt, a relocation package that includes not only travel and moving expenses or housing for the first few months, but also administrative support for formal duties, is very valuable.”

In addition, as Olga notes, for candidates from outside the country, support in the integration process can be extremely important:

“A dedicated ‘Buddy’ who supports the candidate through the onboarding process is a valuable aid. In addition, candidates relocating to another country with their families will especially appreciate support in certain aspects of daily life. This can include not only assistance in finding a job for a partner, but also advice on choosing schools or preschools for children, for example.”

Such initiatives make the relocation process easier and less stressful and allow the employee to focus more quickly on his professional duties.

7. What benefits attract foreigners?