Maya Babla LinkedIn

Getting fluent in the language of

global recruitment

Leonardo Intriago LinkedIn

George Bernard Shaw

The single biggest problem in

communication is the illusion

that it has taken place.

Talent across different

markets think differently

about work

The company's culture and values

66%

The company's perks and benefits

54%

The company's mission and vision

50%

The company's products or services

48%

Employee perspectives of the company

48%

The company's office locations

48%

The company's leadership

45%

Different roles available at the company

40%

How the company is structured

38%

The company is an industry leader

31%

The company's diversity efforts

22%

The company's philanthropy and social good efforts

21%

Mutual connections at the company

20%

What matters to talent globally? What information about a company would help you decide whether or not to work there?

What information about a company would help you decide whether or not to work there?

Regions where culture and

values are ranked less important Russia 49%

Qatar 53%

Saudi Arabia 53%

Kuwait 54%

North Africa 54%

Top 5 countries that

view culture and values

as an important criteria New Zealand 80%

United States 77%

Australia 77%

Hong Kong 76%

Singapore 75%

66% Global Average

The company’s culture and values

What information about a company would help you decide whether or not to work there?

Countries where perks and

benefits are ranked less important Denmark 23%

Norway 35%

Finland 38%

Italy 39%

Sweden 41%

Top 5 countries that view

perks and benefits as

important criteria Colombia 71%

United States 70%

Brazil 68%

Taiwan 67%

China 65%

54% Global Average

The company’s perks and benefits

How open are candidates to new opportunities?

Most passive candidates China 78%

Taiwan 78%

Japan 77%

Russia 75%

Belgium 72%

Most active candidates Qatar 56%

United Arab Emirates 53%

North Africa 52%

Colombia 48%

Saudi Arabia 47%

36% Active - 64% Passive Global Average

What motivates candidates to work?

Most purpose-oriented countries Sweden 53%

Germany 50%

Netherlands 50%

Belgium 49%

Poland 48%

5 regions with the least-

purpose oriented workforce United Arab Emirates 28%

Qatar 28%

North Africa 28%

Kuwait 26%

Saudi Arabia 23%

37% Global Average

And they respond

differently to your

messages

China, Taiwan, Hong

Kong, Singapore,

Korea, Japan

United States

InMail Response Behavior Analysis Sales Professionals

24%

54%

22%

42% 45%

13%

US InMails Sent (%) APAC InMails Sent (%)

*Acceptance rate expressed as difference from average

Body length 1-99 words 100-199 words 200+ words

+15%* +1%*

When engaging sales professionals, short InMails work

better in the US than in APAC

-1%* +7%* -14%* -8%* Acceptance Rate

40%

13%

47%

57%

10%

33%

US InMails Sent (%) APAC InMails Sent (%)

Batch Size 1:1 2-10 recipients 10+ recipients

+15%* +9%*

When reaching out to sales professionals,

InMails sent on a 1:1 basis are most effective

-1%* +5%* -14%* -14%*

*Acceptance rate expressed as difference from average

Acceptance Rate

16%

74%

10%

19%

75%

6%

US InMails Sent (%) APAC InMails Sent (%)

Subject Length 1-2 words 3-10 words 11+ words

+4%* -1%*

When reaching out to sales professionals,

InMails with a more detailed subjects work better in APAC

+3%* -2%* -8%* +2%*

*Acceptance rate expressed as difference from average

Acceptance Rate

A one-size-fits-all approach…

…doesn’t fit all.

Brand

Language

Relevancy

What’s going wrong? Common mistakes that will lower your response rate

Key Takeaway Before you launch an

international recruitment

strategy…

The building blocks of

your international recruitment strategy

Research

Listen

Reach Out & Refine

Research

Leverage LinkedIn Recruiter Search Insights

Sales Director;

Germany, Munich Area;

Skills: International

Sales, Business

Strategy,

Sales Management

Get the Global Talent Trends Report

Listen

Tips for Recruiters Globally

STAND OUT: Make sure

your message catches

attention and drives

action. I've also seen

some people go too far

to stand out, so try not

to be too wacky.

Understand the

specific industry

dynamics they are

recruiting for, to be

able to convince

candidates.

Be short sharp and

concise. Top talent in

the UK want a role

they aspire to do

versus the role they

are doing now.

Be personal and

to the point.

India is fairly formal when

communicating offline, so if

an InMail has a very casual

language and if we were trying

to reach a senior level

candidates, chances are we

may not get a response.

Tips for Recruiters Globally

Do not use fancy

language. Keep the

InMail crisp and to the

point.

In Spain, communication it has to

be simple and straight to the

point; Spanish professionals

value transparency and don´t like

exaggeration. For instance,

describing an opportunity as

"AMAZING" or "AWESOME"

doesn't work.

APAC is a complex region

with lots of different

languages and cultures…

you can't assume we are all

the same.

Reach Out, then Refine

Cross cultural communication

is about a lot more than just

what country you’re from

Takeaways

• Talent across markets think

differently about work

• Tailor your outreach accordingly

• Build your strategy: research,

listen, reach out & refine