Overseas Expansion Practical Training Camp | The Key to Efficiently Recruiting Overseas Talent: Do These Three Things Well

As enterprises go global and enter deeper waters, the importance of talent strategy is gradually emerging. In the increasingly fierce global business competition, the capabilities of overseas talent teams directly determine whether an enterprise can seize the opportunity. How to break through cultural barriers, accurately reach high - end overseas talents, and build a talent echelon suitable for global business has become a key proposition concerning the success or failure of enterprises going global.

However, the pain points of cross - border recruitment have always troubled enterprises going global. "Hidden thresholds" such as cross - border communication time differences, distorted talent portraits, and blind spots in cultural adaptation make overseas recruitment like "opening a blind box". What should have been an efficient recruitment business has turned into a resource - consuming battle.

On April 18th, at the international talent special event jointly held by the first - phase "Going Global Practical Training Camp" of the Chinese Enterprises International Service Center and LinkedIn, LinkedIn experts analyzed the practical experience of international talent recruitment and demonstrated the practical methods of efficiently connecting with global talents through the LinkedIn platform.

As the world's largest professional social platform, LinkedIn has adjusted its company positioning in China to the "Service Platform for Chinese Enterprises Going Global". Through overseas talent recruitment, brand marketing, and skills training services, enterprises can break through geographical restrictions and directly reach key decision - makers in the target market.

Relying on a user network of nearly 1 billion covering more than 200 countries and regions around the world, LinkedIn has accumulated a talent database of 1.16 billion people globally. 67 million enterprises such as ByteDance, Tencent, and NetEase have created company brand information introduction pages on LinkedIn, and 136,000 higher education institutions have created homepages to introduce the top majors of the institutions, industry - academia cooperation partner companies, and career recruitment activities.

I. Key Elements for HR to Build a Personal Brand

To efficiently find suitable talents, enterprises need to build a "global employer brand" on the talent resource platform. HR and other recruiters are often the first people that talents will contact and are the window for enterprises to showcase their attractiveness and brand credibility. It can be said that the first step in building an employer brand starts with the shaping of the personal image of recruiters such as HR on the platform.

Therefore, it is crucial for HR to build a personal brand. Specifically, the following six things need to be done:

01 A Real and Concise Personal Profile

Authenticity can help candidates build trust in the enterprise. AI - generated avatars and names of other companies may be recognized as fake profiles by the platform, resulting in account suspension. Using too many adjectives in the personal introduction will also affect the professionalism of HR in the eyes of candidates.

02 Add Industry and Location Information

On LinkedIn, 300,000 people search for contacts and job opportunities by industry and location information every week. Adding this information to the profile can increase page views by nine times and reach the target audience on a larger scale.

03 Refine the Professional Background

Candidates often browse the HR's personal resume to understand the enterprise's development situation and job content. Therefore, adding detailed work experience and professional skills can demonstrate and prove the HR's professionalism in the enterprise's field, better attract candidates to inquire and communicate, and make them trust the HR's credibility in job recommendations and introductions.

04 Highlight Personal Skills

In addition to job information and personal work experience, LinkedIn also recommends that HR add about five skill tags to their personal profiles, including interview skills, cross - team cooperation skills, communication and presentation abilities, etc. Recruitment teams can recognize each other's skills.

You can also invite supervisors to write recommendation letters and provide skill endorsements. This can effectively increase the willingness of high - level talents to communicate and improve the recruitment success rate.

05 Build Potential Connections

HR often get introductions to potential talents from company colleagues. In addition, LinkedIn also recommends using external conferences, training, and other occasions, or browsing the company homepage to contact and find more potential talents in relevant fields. First, establish personal connections and use them as talent reserves, and recommend them immediately when a suitable position becomes available.

06 Pay Attention to Personal Account and Information Security

LinkedIn specifically reminds HR users not to easily share personal accounts and passwords. Because off - site login behavior will be recognized by the system as a risk of security information leakage, the account may be suspended. Multiple occurrences of such situations may result in permanent account suspension, and the previously accumulated contact information cannot be retrieved.

II. AI Functions to Assist in Work Efficiency Improvement

To help HR improve efficiency and success rate in recruitment, LinkedIn has introduced AI technology, specifically including the following three functions:

01 Write and Mass - Send In - app Messages

After viewing the candidates' information, the AI assistant can automatically generate personalized in - app messages based on their resume information and send them to up to 25 candidates, saving HR communication time and increasing the candidate response rate by 40%.

02 Optimize Job Content and Automatically Extract Tags

The AI function can help recruiters optimize the statement content and format of the JD and match corresponding candidates according to job tags. LinkedIn recommends adding about 10 tags to a JD and selecting all AI - recommended tags to increase the job's exposure range and reach more potential candidates.

03 AI - Assisted Search

To quickly locate highly - matched candidates, shorten the recruitment cycle, analyze the distribution of industry talents in batches, formulate competitive recruitment strategies, and screen active job seekers to improve talent reach efficiency, LinkedIn has introduced an AI search function. The specific operation steps are divided into four steps:

Language Setting: Before use, adjust the interface language to English mode to activate the AI search function.

Search Condition Input: Copy and paste the job description or keywords into the search bar, click to start the AI assistant, and it will automatically parse and generate search results. Dynamically optimize the search logic through natural language interaction, which can reduce the time cost of repeated adjustments.

Dynamic Optimization of Keywords: Through dialogue interaction, ask the AI to supplement more relevant skills or industry keywords (such as "add cloud computing experience") and adjust the search scope in real - time.

Result Linkage and Screening: Locate target companies, list the list of companies that appear frequently, which can be used as a key talent pool source; Link the talent pool with the Talent Competence tool to identify active candidates and the recruitment dynamics of competitors, and enhance the synergy of talent pool management; Expand or narrow the search scope through instructions (such as "only show active candidates open to job opportunities", "only candidates with less than 5 years of experience") to quickly reduce the number of screening search results and meet the needs of different scenarios.

III. Practical Skills for the Talent Search Function

Search is the core in the recruitment scenario. LinkedIn shared the specific search methods and skills of the platform searcher in different scenarios at the practical training camp.

Combined Use of Filters

01 LinkedIn's backend provides 40 - 50 search filters (such as location, company, skills, years of work experience, etc.), but excludes sensitive conditions such as nationality, race, and gender to ensure global compliance. At the same time, it supports filters like Open to Work and Active.

02 Intelligent filters such as Talent can also quickly locate active candidates. Combine conditions through "AND/OR" logic (such as "AWS OR Amazon") to dynamically narrow the search filter range.

03 For high - frequency needs (such as excluding specific companies), you can customize filter conditions in the product settings (Pro Settings) to improve efficiency.

AI - Assisted Search Function

Real - Time Recommendation Recommend relevant candidates based on search behavior (such as recent resume updates, company lay - off dynamics).

Semantic Search Optimization Semantic search optimization: Support natural language instructions (such as "travel backpacks"), and the AI will parse the requirements and recommend matching results.

Advanced Search: Boolean Operators

Quotation Marks Precisely match phrases, such as data analyst.

AND/OR/NOT Combine keywords, such as social media AND, video OR reel, NOT newspaper.

Parentheses Control the priority, such as internet AND (sales OR sales).

Alternative Talent Pool

Long - Term Tracking Save the initially - screened candidates in batches to the Pipeline for long - term tracking.

Quick Operation Support multiple - selection/single - selection and operate through the Save to Pipeline button.

Project Overview

Data Analysis View the distribution of candidates (industry, company, skills) and recruitment progress (strategic message sending/response rate).

Long - Term Operation Keep the project in an "active state", update regularly, and use AI to dynamically recommend new candidates.

Multi - Colleague Collaboration Use the "Project Overview" to track team operations (view/save/send strategic message data).

Find Cross - Cultural Talents

Language Screening Select the Chinese proficiency level (basic/working level) through Spoken Language.

Family Name Strategy Copy the preset list of Chinese surnames to the keyword column to quickly locate Chinese - descent candidates.

Efficiency - Improvement Tools

Save Search Conditions Store high - frequency search templates through Save Search and turn on the Alert function to receive reminders of new candidates.

Quickly Add Friends Click on the candidate's Public Profile on the search results page to directly jump to the personal page and send a friend request.

This article is from the WeChat public account "Hangzhou Qiantang Enterprise Going Global Service Base" and is published with authorization from Qiantang.