As the world gets smaller, many legal recruiters are going global.  Employers aren’t just searching for job candidates in the state next door; they are reaching out internationally to get the best job candidates available.  And many employers located abroad are ready to absorb some of America’s unemployed attorneys for jobs that require knowledge of the English language and American culture. If you want to add an international aspect to your recruiting business, then doing it the right way is important. Below are a few tips:

1. Find out which markets are hot right now and accept that those hot markets may change.
2. While you don’t need to speak a foreign language, you do need to understand the culture, so take the time to find out the rules of etiquette in the country which is your recruiting target.
3. Meet them on their own turf. If you’re looking for international firms for which to recruit, find the most popular social media sites for your target countries and then begin networking. You don’t actually need to travel to the country to make connections, at least not in the beginning.
4. Never make assumptions about the job order. Once you get your first international job order, make no assumptions. Working conditions and terms of employment may be starkly different, even in other western countries. For example, some countries in Europe require a two month notice when quitting.
5. Always charge top fees of over 30%.  Recruiting internationally will require more time and energy so only take on projects that can prove profitable.  International recruiting is not the place to offer discounts.