Expat Recruitment

The solution to attract the talent you need in employment pools from other countries

What is Expat Recruitment?

Expat Recruitment It is the solution of talent wins to complement the talent acquisition in your organization with a specialized approach to the internationalization of the processes recruitment resolving the challenge of locating candidates in other countries, homologating qualifications or facilitating the expatriation process, and responds to a context in which there is a contrast:

STRUCTURAL TALENT SHORTAGE IN THE SPANISH LABOR MARKET

There are positions that are essential for organizations and where the lack of professionals is likely to persist in the long term for various reasons:

Increased demand for professionals (the case of engineers, technical graduates).
Population aging and loss of attractiveness for the country's young people (case of professional drivers, skilled blue collars).
Difficulties in accessing the profession (e.g., health-care positions: doctors, nurses)

CHANCE FOR RECRUITMENT IN EMERGING LABOR MARKETS

Spain is an attractive employment horizon for specialized professionals from countries with a competitive skill level, offering clear advantages on several levels:

Working conditions: Compensation, workers' labor protection, etc.
Quality of life, common language and cultural affinity in the case of LATAM.
Favorable context for the immigration process: Both legal and social (favorable attitude towards the need for orderly and qualified immigration)

What are the advantages?

Expat Recruitment It offers 5 advantages to meet the needs of companies that want to internationalize their talent acquisition:

Expat Recruitment It is adapted to meet your needs, so that you virtually have an extension of your HR department, providing the technology, methodology and staff necessary for efficient management of talent acquisition processes in emerging labor markets:

TEMPORAL PERIOD

The solution can be implemented in a stable way over time.
It can also respond to a temporary increase in the need to recruit talent.

POSITION TO FILL

From basic to intermediate positions.
In any sector of activity.
In the geographical area that is defined.

PROCESS STEPS

EXPAT RECRUITMENT FULL: Covers the entire process (sourcing, selection, offer, homologation and immigration, relocation and integration).
EXPAT RECRUITMENT MODULAR: It focuses on specific phases.

Expat Recruitment achieves a high level of performance Thanks to a highly specialized team that is geographically organized to cover both levels:

LOCAL TEAM IN ORIGINATING COUNTRIES

We have representatives on the ground in the main LATAM countries with large talent pools, which allows us to:

ALIGN THE STRATEGY: Identifying the labor markets (countries, cities) with the best talent for each position based on the educational level and the quality of the business fabric that condition the training and experience of the candidates.
MAXIMIZING SOURCING: We achieve more candidates by speaking the local language and choosing the media with the widest reach.
INITIAL CONTACT WITH MORE EFFICIENT CANDIDATES: The cultural proximity of the local recruiter at the first contact allows for the quick discovery of invalid profiles and strengthening the interest of the valid ones.

TEAM IN THE COUNTRY OF DESTINATION

Customer service and the management of the Expat Recruitment solution are carried out through the team located in Catalonia, which allows:

CUSTOMIZING THE SOLUTIONBoth in the characteristics of the service to be provided and in identifying the qualitative aspects that make a candidate ideal beyond the essential hard skills of the position (depending on the management style and the particular culture of the company).
RIGOROUS SELECTION OF CANDIDATES: With Expert Solutions, we apply an innovative methodology that guarantees the fitting of the candidate to the position.
DOMINATION OF THE REQUIREMENTS OF EXPATRIATION: To process all the necessary procedures quickly and efficiently, both in terms of the homologation of qualifications and immigration and relocation.

Expat Recruitment seeks to create deep synergies between the company and the candidate by analyzing not only the technical requirements of the selection process (the needs of the position and the candidate’s competencies), but also the human aspects that play a decisive role; both for the company (fit with the company culture and management style) and for the professional (motivations and personality traits).

Expat Recruitment can offer a faster response time, lower costs and better candidates Because, in addition to having a highly specialized team, it relies on an innovative working methodology that intensively applies the latest technology.

1. SOURCING

PUBLICATION OF OFFERS Massive advertising on specialized sites through agreements with LinkedIn, Indeed, Monster, Glassdoor, Infojobs, Jooble, Google for Works, etc., and social media to maximize reach.
FILTRATED Automated applications with ATS (Teamtailor)

2. SELECTION

VIDEO INTERVIEWS with recording, transcription and analysis with AI (Hireflix, Hirevoice)
VALIDATION TESTS techniques adapted to the position and psychological techniques to determine the psychological profile of the candidate (Success TTI, Discovery).

3. PROCESSING

CONTINUOUS COMMUNICATION with the client and with the candidate.
VIRTUAL WORKSPACE Throughout the expatriation process, to maintain the selected person's communication and to channel the procedures.

Expat Recruitment is based on a deep ethical commitment that is concretized in the respect of 3 values in all talent recruitment activities. wins both with the company (with the goal of providing the talent that he really needs) as with professionals (with the aim that their inclusion will truly open up opportunities for them to improve their professional trajectory and their lives).

TRANSPARENCY

We keep the customer informed about the progress of the process:

Giving you access to the customer area of our online platform.
Holding meetings to assess the progress of the process.

We keep every candidate informed about the progress of the process:

Giving you access to the candidate area of our online platform.
Personally responding to any inquiries you may have.

COMMITMENT

Our goal is to provide the maximum value to the client by matching the candidate, being fast and cost-effective. That's why:

We are looking for the best candidate, not the easiest to find.
We present only candidates that we would hire.
In the final phase of the process we get wet and recommend based on our experience, but respecting that the final word belongs to the customer.

We respond to the effort of the candidate who participates in a process by properly evaluating their talent. Therefore:

If the candidate is rejected, we offer feedback on their management of the process and the development opportunities that may be available, and we keep in touch with them by inviting them to update their situation on our platform (talent wins connect).
We monitor the candidates who have been hired and collaborate with the company to improve the induction process.

CONFIDENTIALITY

We strictly comply with LORTAD and are absolutely rigorous in the confidential handling of information obtained in our selection processes regarding:

The client company.
The candidates participating in the same.

How does it work?

The launch of Expat Recruitment It is structured in 4 phases to ensure that it fully meets the customer's expectations:

Meeting to identify needs. Meeting with the client to preliminarily identify the needs that they want to cover:
- Context: General situation of the company and the sector in which it operates.
- Timeframe: Stable or temporary solution.
- Positions: Job description, required profile, geographical scope, conditions.
- Positions to be filled: Full or Modular.
Expat Recruitment proposal: talent wins develops an Expat Recruitment proposal for the client to verify that it meets their expectations.
- Adjust the proposal if necessary.
- Signing of the collaboration agreement.

In-depth customer analysis. To align the talent wins team that will provide the solution with the customer's expectations, the following are analyzed:
- Organizational culture: Corporate values and management style.
- Content of the positions: Specific requirements of the company (PRL, protocols).
- Labor market: Key characteristics and how the company has addressed them.
Adjustment of the Expat Recruitment strategy: talent wins adjusts the strategy based on the client's needs:
- Attraction of candidates: Countries to focus on and how to communicate the offers (content, media to use).
- Selection: Killer questions, sequential filters, references, validation tests.
- Interview: Postponed, virtual.
- Offer and procedures: Depending on the case.

Launch of Expat Recruitment. A period (1-2 months) is established in which the evaluation is carried out practically:
- Execution of the solution: Providing the defined candidates.
- Communication with the client: Coordinating the virtual recruitment team with the company.
Analysis of the results. Upon the completion of the evaluation period, the Expert Solution of talent wins responsible for the project is in charge of opening a process to optimize the solution:
- Internal analysis of indicators: To evaluate the performance of the solution provided.
- Analysis meeting with the client: To share the indicators, receive their input and establish improvement opportunities.

Continuous improvement. After the Beta mode, we enter a phase of continuous improvement in which the following occur:
- Implementation of improvements developed based on the Results Analysis.
- Internal analysis and customer feedback to evaluate subsequent results and identify new opportunities for improvement.