International recruitment Adgency

International recruitment

The term “international” in the context of an international recruitment agency refers not only to the establishment of offices in multiple countries, but also to cross-cultural management and international human resources management.

Using an international recruitment agency for the support of expatriate candidates is a strategic move for any company looking to recruit successfully abroad.

Recruiting candidates on an international level, training and managing multicultural teams, elaborating evaluation processes, selecting candidates for expatriation perfectly illustrate the need for a cross-cultural approach, regardless of preparation training for expatriation in a specific country.

Unfortunately, few international recruitment firms have managed to take up the challenge of making a significant contribution to the successful integration of a candidate in an emerging country.

Cabinet de recrutement international
Similarly, the integration of an expatriate’s family is an essential factor in his personal balance, which conditions his professional success.

The statistics on this subject are revealing: 83% of expatriates travel out with their families and 80% of candidate integration failures are due to family integration issues.

The consultants of an international recruitment agency must therefore inform the spouse about the local living conditions and provide intercultural training.

Phénicia Conseil’s ongoing goal is to enable candidates to be part of a cross-cultural dynamic based on the following objectives:

  • To recognise employees in their cultural differences
  • Understand the motivating factors of employees at the operational level in order to build a relationship of trust and optimise their productivity
  • Leading one’s own transformation and challenge paradigms to adopt relational behaviours that positively impact management and allow employees to unite around objectives
  • Adapt communication to encourage sharing and transfer of skills to employees

Similarly, the integration of an expatriate’s family is an essential factor in his personal balance, which conditions his professional success.

The statistics on this subject are revealing: 83% of expatriates travel out with their families and 80% of candidate integration failures are due to family integration issues.

The consultants of an international recruitment agency must therefore inform the spouse about the local living conditions and provide intercultural training.

They should also be aware of the cultural interests of the spouse, who may not find a professional opportunity in a foreign country that matches his or her professional aspirations and skills.

To maintain his or her well-being, it is imperative that a spouse has an occupation, even an associational one. The consultant of an international recruitment agency will use his network in that country to connect the spouse with associational activities that match his or her interests.

It is worth noting that Phenicia Conseil offers its clients a contractual financial guarantee clause that allows them to benefit from the following two options if the candidate is not retained in his/her position during the probationary period:

  • Prompt search for a new candidate with the same skills.
  • Reimbursement of half of our fee if our client wishes to retain a candidate from their own network.

The commitment to success leads to a strong involvement of the consultants of Phenicia Conseil in the integration phase of the candidates, in order to optimise the communication with the candidates, the departments of HR and the operational staff responsible for the recruitment, with the aim of immediate reactivity to reverse any negative trends observed that would be detrimental to the development of the function.

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