Successful recruiting is based on strong employer branding and a convincing employer value proposition. It must appeal to and motivate the target group. And it must use appropriate channels and methods to attract the best talent and provide a positive candidate experience.

The targeted recruitment of talent.

In recruiting for internationally operating B2B companies, there are a multitude of challenges arising from the different markets, cultures and legal frameworks. At the same time, innovative solutions offer the opportunity to master these challenges and attract qualified employees worldwide.

What are the challenges in international recruiting?

Right at the forefront are cultural differences. In international markets, different cultures come together. Applicants’ expectations and priorities differ greatly depending on the country. How this affects recruiting and recruiting communication is part of our work as a branding agency. The same applies to language barriers, because communication must clearly reach the target groups, must not be misunderstood. This is the key point that correlates with employer branding. Building a strong employer brand in different countries requires an individual adaptation of the employer value proposition in order to address the target group appropriately in each country.

Innovative solutions

Recruiting for international B2B companies presents challenges, but also numerous opportunities for innovative solutions. In our work as a B2B branding agency, we take into account cultural differences, targeted personalization and the use of modern technologies to attract qualified employees worldwide and build a strong international talent base. A holistic approach that takes local circumstances into account while pursuing a global talent strategy is crucial for success in recruiting. This also requires a strong team or strong local partners. What exactly are these solutions?

  1. Targeted personalization: Instead of pursuing a “one-size-fits-all” approach, companies should develop a personalized approach that takes into account the cultural differences and individual needs of applicants.
  2. Multilingual communication: The use of translation and interpreting services helps to overcome language barriers and ensure clear and effective communication with applicants.
  3. International recruiting teams: The establishment of international recruiting teams or cooperation with local partners and headhunters on site can improve access to qualified candidates and strengthen understanding of local conditions.
  4. Recruiting technology: The use of innovative recruiting technologies, such as AI-supported applicant management systems or video interviews, accelerates the recruiting process and increases efficiency.
  5. International job portals and social media: The use of international job portals and social media makes it possible to target specialists in different countries and increase the reach of job offers.
  6. Agile talent management: An agile talent management strategy can enable companies to react quickly to changes in international labor markets and develop flexible recruitment solutions.
  7. Global Mobility Program: Implementing a global mobility program allows B2B companies to relocate international employees within the company, reducing the need for external hiring.


Targeted personalization.
Multilingual communication.
International recruiting teams.
Recruiting technology.
International job portals and social media.
Agile talent management.
Global Mobility Programs.

The three keys to successful talent management

The interplay of employer branding, employer value proposition and recruiting is crucial for attracting and retaining qualified employees. A strong employer brand attracts talented applicants, conveys the promise of an attractive employer, and ensures a targeted and successful employee search. Internationally operating B2B companies that invest in their employer branding and develop a convincing EVP can position themselves as employers of choice in the long term, even in international markets, and strengthen their competitiveness in the battle for talent. As a branding agency, we provide intensive support for the development and establishment of employer branding and the employer value proposition.

Employer branding: The identity as an attractive employer.

Targeted employer branding builds and communicates the company’s identity as an employer. Image and reputation as an attractive workplace are strengthened in order to attract qualified professionals and promote employee retention. Strong employer branding helps to stand out from other employers in an increasingly intense competition for talent.

Employer Value Proposition (EVP): The promise to employees.

The employer value proposition is the unique promise that a company makes to its employees as an employer. It includes the additional services, benefits and working environment offered to employees. It is used to communicate the benefits and added value of the employer offering and to increase employee motivation. It highlights the uniqueness of the employer.

Recruiting: The targeted acquisition of talent.

Finally, recruiting is the process for the targeted acquisition of qualified employees for the B2B company. It includes activities such as job posting, applicant selection, and interviewing. Successful recruiting is based on strong employer branding and a convincing employer value proposition that appeals to and motivates the target group.


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