If there’s one thing recruitment at an international organisation makes clear, it’s that global hiring is never just about filling roles. It’s about navigating people, cultures, expectations, and the many spoken and unspoken rules that come with them.
Hiring across borders: understanding talent in a global context
Over the years, as Planon expanded internationally, recruitment evolved into a more complex, global effort. Cultural differences between our headquarters in the Netherlands and our offices around the world became increasingly relevant. Take countries like India and the United States: their geographical size alone creates a supply and demand in the labour market that’s completely different. Add local laws, job market dynamics, and candidate behaviour, and it becomes clear that recruitment never exists in a vacuum.
That’s why asking the right questions during interviews is important to form a clear picture of a candidate’s skills and potential. But we also support our hiring decisions with additional insights, such as the Talent Motivation Analysis (TMA) that candidates complete after their first interview with the hiring manager, as well as technical assessments, particularly for software development roles.
No matter the cultural background, across all regions where Planon operates, one principle remains the same: our recruiters aim to create a psychologically safe and welcoming environment during every interview.
The skills that matter most
Starting the interview with a personal introduction from the recruiter is one way we help create a comfortable atmosphere for candidates. It gives applicants a moment to settle in and decide how they would like to present themselves during the conversation. Across cultures, our recruiters have found that this simple step consistently helps build openness and trust.
Recruiting across different countries makes one thing very clear: successful global recruitment goes far beyond tools and technologies. Of course, our recruiters understand AI, virtual interviewing, and platforms like LinkedIn or Teams.
But the most important qualities our recruiters bring go beyond technical skills. Curiosity. Empathy. The ability to truly listen. Being genuinely interested in people. Committed to helping candidates find a role at Planon that inspires and motivates them. These human qualities form the foundation of our recruitment approach worldwide.
Global strategy versus local reality
Human skills become even more important when balancing global strategy with local reality. A global recruitment approach provides clarity and consistency, but applying it rigidly can overlook what the local regions need.
A strong global foundation needs a local flavour. Adaptation isn’t a weakness; it’s what makes a strategy work in practice.
That’s why Planon’s talent acquisition team has local recruiters in India, which is our second largest office, and collaborates closely with HR business partners in our other regions. Not just because they speak the language; they understand the culture, candidate expectations, and market dynamics that shape candidate behaviour.
The role of leadership
Hiring managers are another essential piece of Planon’s global hiring puzzle. While people often say that employees work for a manager rather than a company, at Planon we believe both matter. Candidates are inspired by our purpose and ambitions, and just as importantly, by the people they meet during the interview process.
At Planon, recruiters manage the initial screening, but hiring managers take ownership all the way through the offer conversation. Their involvement in onboarding is equally as important as HR’s. We see time and again that when a manager genuinely shows they want someone on their team, candidates feel that connection. No matter where they are from.
To avoid a local “this is how we do it here” mindset, we invest in training our leaders: how to be a hiring manager, inclusive leadership, bias awareness and understanding international hiring processes. At the same time, our recruiters play an important advisory role, asking critical questions during vacancy intake conversations and challenging the idea of hiring a “second me.” Because at Planon, we believe true success comes from diverse teams.
Hiring isn’t just about finding the right skills. It’s about connecting people with opportunities where they can grow, contribute, and feel at home.
