The role of the recruiter is often two fold. Locating clients that have specific job vacancies and matching the requirements of the vacancy with candidates that “fit the bill”. The role of the recruiter is to screen candidates for their client positions. Clients utilize recruiters because they have access to a specific talent pool and can screen candidates so that only people that meet the criteria are entered into the recruitment process.
A client will specify their exact needs to their recruiter and will also explain the terms of employment. These could include previous work history, tenure, targets or skills but more often include precise requests. Our specialism is multi-lingual recruitment and our customers typically have centralized operations that employ the skills and languages in one EU location. These operations may employ hundreds of staff and there will typically be a set salary for that role in that Country. When searching for customer service agents we will require people with the skills, language ability, salary and availability for the “go live” date.
Recruiters therefore have to pre-screen for motivation and ability to relocate to that Country. A recruiter will not want to submit people that cannot meet the deadline thereby wasting the client’s time nor will they wish the candidate to enter a recruitment process for a job that they will be unable to accept because of personal circumstances.
Applying for jobs has never been easier and there are hundreds of job boards advertising millions of jobs. The difference between applying for a job and getting a job is considering what it entails. Your recruiter should make sure you have thought through the various steps of what is required and ensured that there are no impediments and that you have a full and realistic picture before committing to the interview process.
If the role is in another country and starts on a specific date the recruiter will need to ask about your:
• Employment status: What is your legal notice period? Employers may not allow you leave employment early so it is advisable to use your notice. If your employer allows you leave earlier you can arrange a sooner start date.
• Obligations: If you own or rent a property you will need to plan leaving this property. If you receive unemployment benefit you will need to terminate this. Do you have a family, pet or car? Who else plans moving with you?
• Financial capacity: Relocating country will require an investment of up to €1000. You may have to pay 1-2 months deposit + 1 months rent, living allowance, travel costs. To do this you will more than likely require a credit card although people can use cash for all transactions except online travel. You will need to understand the cost of living in the country you are moving and ensure you have enough money until your 1st pay comes in.
• Administration: Establishing yourself in a new country requires setting up your local social security account, bank account, tax, accommodation and travel to work. Companies typically pay salaries per month into a local bank account only. The faster you arrange your administration the easier it will be to integrate into your new country.
• Why?: A recruiter will want to know if you are genuinely interested. They will not want to waste your time or the clients with “long shots”! You may be asked softer questions about previous employers, tenure, how you intend to relocate, if you have friends/family there etc This will give the recruiter an insight into how much preparation/ thought you have put into it.
When searching for a job abroad it is best to have the support of a recruiter that will educate you in all the aspects of the job, conditions, terms, location and who can give you an insight into who has been placed there. By giving your recruiter your real “wish list”& explaining your personal circumstances you can agree the jobs and locations that offer the closest matches. This will lead to a more accurate job search and should yield positive results.
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