Origin Legal

Introduction

Client Guide. Are they serious about an international move?

Client Guide. Are they serious about an international move?

Client Guide. Are they serious about an international move?

Perhaps the biggest challenge for those of us involved in international recruitment is how to gauge whether an applicant is serious about making the move. Will they go through with it when an offer is put in front of them? Get this wrong and we can find ourselves back to square one just when we thought we had cracked it!

It is not an exact science of course, and in some cases, even the person concerned might have felt thoroughly committed until the moment it comes to signing on the dotted line, but we have become pretty good at spotting the warning signs. Below are a few of the methods we use.

Why do they want to move overseas?

Stage one, for us, is to establish the answers to ‘why’ they are considering this move.

  • Tell me about the thought process you have been through to decide on an overseas move.
  • What does your family think about the potential move?
  • Are you also looking at opportunities closer to home?

We’re hoping to get the sense that the person has indeed thought about it and discussed it with their family. We want to establish whether this is the ‘dream move’ or whether it is a fall-back option if things don’t work out locally (or most likely, somewhere in between). We also take this opportunity to get some basic facts such as whether the person has visited the location and/or knows people there.

Why do they want to move to that location?

A quiz on the history and geography of a place might be a bit much but that doesn’t mean you shouldn’t test applicants on their knowledge of the location. Our method tends to be ‘open questions’ to get someone talking, perhaps something along the lines of:

  • What do you anticipate that you will find different about life in Hong Kong compared to London?
  • Outside of work, what are you looking forward to most when you arrive in the Cayman Islands?
  • So, tell me your impressions of what life in Dubai will be like.

Whilst the answers in themselves may or may not be of interest, the thought processes can shine a light on whether the person has put in the required level of thinking and background research. Just imagine yourself, trying to answer one of these questions about a place you haven’t got a grasp of!

The devil is in the detail.

By second interview stage, a serious candidate should be mentally picturing themselves making the move and that means they should be thinking about the logistical issues so perhaps try more detailed questions along the lines of:

  • Have you looked into school places yet?
  • What are your thoughts on whether you might look to buy property or rent?
  • How is your husband/wife’s job search going?

We wouldn’t necessarily expect someone to have all of the answers at this stage but we would hope that they would have thought it through and perhaps even have some questions. Warning bells would be sounding if someone was still not showing signs of taking these points seriously.

Ask the question.

As the process comes towards a decision, in our experience, people who are lukewarm about a move at this stage in proceedings rarely, if ever, go through with it. After all, relocating involves a fair amount of effort so there needs to be some degree of excitement. So it’s time to put them on the spot:

  • Do you have any reservations about the move that you would like us to address?
  • Is there anything that would stop you accepting a role if an offer were made at the right level?
  • How much time would you need for relocation?

Execute efficiently.

Finally, assuming that things have progressed well and an offer has been made, we’re now at the real pressure point. If an individual has demonstrated their commitment throughout the process, we would expect them to be ready to accept, subject to agreeing terms and answering any questions.

Of course, it is perfectly advisable for a lawyer to take a couple of days at this stage to give it some final thought but we would recommend:

  • Putting an expiry date of no more than seven days maximum on the offer.
  • Requesting that the recruiter (or the candidate themselves if direct) compiles a comprehensive ‘snag list’ of outstanding questions within 48 hours of the offer being received.
  • Where appropriate, organising an informal follow-up chat with the candidate in order to run through any queries in person or on the telephone.

The real warning sign at this point is a request for more time to ‘think it through’ with no specific questions outstanding. In truth, much as we may hope to be wrong, any experienced recruiter knows that these words sound the death knell of this particular placement!

What do you think?

We hope that our thoughts on this key international recruitment issue are of interest, particularly to any of our clients or contacts who are new to this. If you have other tips or methods that you have found to be successful, please do share and we will include as we update this advice.

---------------------------------------------------------------------------------------------------------------

Origin Legal International is a division of Origin Legal, one of the United Kingdom’s leading independent legal recruitment specialists. Our international team has around twenty years’ experience of placing lawyers worldwide. If you would like any advice on the recruitment market, please do get in touch. In the first instance please contact:

Jason Horobin                  ddi. +44 (0)1206 233 514 [email protected]

Charlotte Hooper            ddi. +44 (0)1206 233 515 [email protected]

For more information about Origin Legal and to view our international resources, please visit our website www.originlegal.co.uk

 

Lockdown 1,000

By Taylor Day | November 12, 2020 | 0 Comments
Lockdown 1,000 Following the cancellation of the Copford teams, Essex Way 82 mile walk, due to Covid, the team have hatched a new plan. During Lockdown over the next 28 days, Jason Nottage along with a few friends will be…

Overview of Recruitment for Planning & Environment Lawyers Autumn 2020

By Stuart Phillips | October 20, 2020 | 0 Comments
Overview of Recruitment for Planning & Environment Lawyers Autumn 2020 Despite fears of a pandemic induced recession, the Planning Law sector has been relatively resilient throughout 2020.  The volume of vacancies dropped off understandably during March, April, and May as…

Origin Legals Interview With Bexley Beaumont

By Jason Nottage | October 6, 2020 | 0 Comments
The growth of Bexley Beaumont during the 2020 pandemic has been incredible. The firm currently has 17 partners which is likely to grow to 20 partners by the end of the year. Recently Jason has discussed the success of the…

Origin Legals interview with Stewart Vandermark

By Jason Nottage | September 29, 2020 | 0 Comments
Origin Legal’s interview with Stewart Vandermark Last week, Jason Nottage has taken some time out to discuss all things 2020 with Stewart Vandermark, chief executive of leading East Midlands law firm Nelsons. Stewart qualified in 1994, joined Nelsons in 2001…

What is oversharing on your CV?

By Clare Traverse | September 10, 2020 | 0 Comments
What is oversharing on your cv? You have just moments to make a lasting impression… Yikes! As we face the final stretch of what can only be described as a challenging year for everyone, something that I am sure will…

0 comments on “Client Guide. Are they serious about an international move?

Leave a Reply

Your email address will not be published. Required fields are marked *