For international companies, hiring in Spain — either to staff a local subsidiary or to relocate talent to other global offices — is a strategic decision. It’s not just about filling a vacancy. It’s about securing the right people to drive performance, align with your culture, and support your long-term growth.
In this guide, we walk you through the key steps of a successful external recruitment process, tailored for foreign companies. Whether you’re expanding into Spain or looking to tap into Spanish talent for international roles, this approach will help you hire with confidence.

Why Outsource International Recruitment?

Outsourcing your recruitment process helps you reach high-caliber candidates who are not actively looking for jobs. It also reduces bias, speeds up the process, and enhances hiring quality.

At Adlanter, we have over 35 years of experience helping companies identify, assess, and recruit top-level professionals and strategic roles. Our recruitment services are tailored to each sector, culture, and business need.

Request more information

The 7 Key Steps of a Successful External Recruitment Process

In addition to having in-depth knowledge of recruitment best practices, a solid hiring process must follow a structured approach aimed at one objective: identifying the right talent for your business..

 

1 – Internal Needs Assessment

Before posting any vacancy, it’s essential to understand what your organization truly needs.
What competencies are missing? What impact will this new role have?

This step ensures a clear definition of the ideal candidate and prevents hiring mistakes.

At Adlanter, we start with an in-depth diagnostic to understand your business context, culture, and goals.

2 – Role Definition and Job Description

To attract the right candidates, you first need a clear, realistic, and compelling job description that outlines:

  • Technical requirements and experience
  • Core competencies
  • Working conditions
  • Key differentiators (languages, availability, soft skills).

This information helps candidates determine whether they’re a good fit before applying.

3 – Job Advertisement and Talent Sourcing

Once the role is defined, it’s time to launch the search and attract candidates strategically.

Simply posting on generic job boards isn’t enough. Effective sourcing includes:

  • Niche digital job platforms
  • Social media (especially LinkedIn)
  • Direct outreach to qualified professionals, even if they haven’t applied
  • Proprietary databases and market intelligence tools.

At Adlanter, we combine proprietary databases, market intelligence, and sourcing tools to uncover hidden talent.

4 – Candidate Pre-screening

Not every applicant meets the job criteria. This phase involves an initial screening to filter out unqualified profiles and focus only on relevant candidates.

Interviewing every applicant would be time-consuming and inefficient — this is where we streamline the process for you.

5 – Interviews and Candidate Evaluation

Once the initial filter is complete, it’s time for interviews and skills assessments to identify the most suitable candidates.

An effective evaluation goes beyond the CV. It should include:

  • Technical tests
  • Psychometric assessments
  • Behavioral simulations
  • Reference checks

At Adlanter, we apply structured interviews and competency-based evaluation methods to ensure objective and consistent results.

6 – Fit Assessment Reports

Now it’s time to consolidate all findings into comprehensive reports that help you choose the ideal candidate with confidence.

Our reports include:

  • Role alignment
  • Candidate motivation
  • Strengths and potential risks
  • Final hiring recommendations

This documentation supports well-informed decision-making and minimizes hiring errors.

7 – Hiring and Post-Hire Support

Once the candidate is selected, the hiring process is formalized. However, our work doesn’t end there.

A smooth onboarding and regular follow-up are key to ensuring long-term success.

Adlanter supports clients throughout the journey — from first contact to post-hire integration

When Should You Consider External Recruitment?

External recruitment is especially valuable when:

  • You’re hiring for strategic or executive roles.
  • Confidentiality is required.
  • Your internal HR team lacks local expertise.
  • You want to access passive or international talent.
  • You’re relocating professionals across countries.

While it may require more investment than internal hiring, it’s often the best option for securing high-impact talent — especially in competitive or unfamiliar markets.

Why Work with Adlanter?

With over 35 years of experience in executive search and international recruitment, we design tailored processes for each client, sector, and corporate culture.

Our proprietary evaluation methodology ensures objective, data-driven decisions at every stage.

We connect you with top talent through national and international networks, offering an agile, confidential, and results-oriented recruitment experience.

Whether you’re opening a branch in Spain or relocating Spanish professionals to your global offices, we help you hire better — and faster.

Ready to hire in Spain or relocate Spanish talent abroad?

Schedule a meeting with our recruitment experts.
We help international companies design and execute effective recruitment processes — tailored to your goals, culture, and legal context. Whether you’re hiring locally or globally, Adlanter is your strategic partner.

Conversation

Do you have any questions?

If you have any questions after reading "External Recruitment in Spain: Key Steps to Hire Successfully", we are here to help you.

Let's talk. We guide you clearly and step by step.

Contact us now

Related tags