International recruitment: Should I use international CVs to recruit?

This high demand has resulted in a large number of international CVs being sent to Quebec companies. Faced with this situation, the question arises: is it preferable to use the services of a specialized firm, or to process the resumes received directly? Although it may seem tempting, using resumes received internationally is not necessarily the most effective method.

The reason is simple: when you receive CVs without having published an advertisement in the target countries, you only receive applications from people who already know your company and who have made the effort to send you their CV spontaneously. As a result, the number of applications is likely to be limited. Although you may receive some quality applications, international recruitment is often based on a statistical approach, aimed at multiplying the chances of success.

It is therefore often more advantageous to advertise in the target countries in order to receive a higher volume of applications. This makes it easier to filter candidates who have the skills and language level required for the position. In addition, interviews and, if necessary, technical tests will enable us to select the best profiles. In this way, you can reduce the number of applications from several hundred to a handful of qualified candidates, considerably increasing your chances of success in international recruitment. 

For non-specialized positions, although technical skills are less crucial, language proficiency and the ability to communicate effectively with colleagues and supervisors remain essential. What's more, the attitude of applicants is also an important criterion not to be overlooked in any recruitment process. Once again, a high volume of applications increases our chances of success in the recruitment process. This is why the use of specialized firms can be beneficial, even for non-specialized positions.

You also need to consider the costs associated with international recruitment. If you hire a candidate who ultimately doesn't meet the job's criteria, you'll have to start the immigration, integration and training process all over again, incurring significant costs for the company. What's more, the time it takes to find a new candidate who meets the job requirements could be detrimental to the company, which would then find itself facing a labor shortage.