Hiring isn’t just about filling a position and getting a job done. Today, it’s about finding candidates with goals that perfectly align with your organisation and talents that justify the job. Moreover, it’s about making sure your employees feel engaged and appreciated in their new roles.
In fact, 64% of recruiting leaders predict that the future of recruiting will favour the employees more than the employers.
This holds true for all kinds of hires—remote, international, or in-house. Especially when hiring internationally, you need to consider a whole lot of factors, such as compensation, benefits, engagement, onboarding, and more, to make sure you attract the right candidates.
Whether you’re expanding your business in a new location or wish to explore beyond the local talent pool, hiring abroad is your best bet to find the perfect fit for your team.
In this guide, we’ll share everything you need to know about hiring abroad and accessing Employer of Services (EOR) in Europe.
Why hiring abroad could be the best idea?
Hiring a candidate that fits the job profile and has the right amount of skills and experience for the role isn’t a piece of cake. It takes about a week to 30 days to hire a new employee, and this timeframe includes sourcing eligible candidates, screening them, interviewing them, and then initiating the offer. Not to forget, preboarding and onboarding too are now considered an essential part of the hiring process.
When you’re filling up an urgent position, chances are you cannot afford to go wrong with the hiring process. You need to have the right candidate who’s fit for the role accept your job offer and join by the required date before you can actually tick ‘hiring’ off your list. Your chances narrow down when you hire locally, as you only get access to a handful of talents.
By going international, you mainly broaden your spectrum and get hold of the best talents around the world. Moreover, by hiring an international candidate, you bring diversity to your team, which adds a new element of culture to your workplace. You get to learn about other countries' cultures and show them your ways to work collaboratively with each other.
Additionally, if you’re planning to set up a new office in a foreign country other than your homeland, it’s best that you start bringing in more locals from that country to your team. It will not only make the transition easier but also help you expand your business effectively in that location.
Convinced about hiring international candidates? Now, let’s look at some best practices to streamline the hiring process and find the right candidates for your team.
Best practices for hiring abroad
Get hold of the local practices
It’s always a good idea to get acquainted with the locality of the country you’re hiring from, in this case, Europe. Europe is linguistically diverse, with multiple languages spoken across different countries. Depending on your company's language requirements, assess the candidate's language proficiency in the necessary languages.
Moreover, take the following factors into account:
- Research and familiarise yourself with the cultural norms of Europe and its various countries. Refer to our country guides to learn about their labour laws, work culture, probation period, leave policies, salary ranges, statutory benefits, etc.
- Different countries in Europe have varying approaches to work-life balance. Some cultures prioritise long vacations, shorter work hours, and family time. Recognise and accommodate these differences when establishing work schedules and expectations.
- Understand how people in the candidate's country or region typically approach management and decision-making. Some cultures may value hierarchy and formal structures, while others prioritise a more egalitarian approach.
- Take note of significant holidays and celebrations in the candidate's country. Be respectful of time off during these occasions and show an interest in learning about their cultural traditions.
Make the right connections and network hard
Networking the right way can take you places and, in this case, to Europe and connect you with the best businesses and influencers there. That’s one aim you must keep in mind when hiring a candidate abroad.
Here are some tips for networking as a recruiter:
- Participate in relevant industry events, conferences, and seminars across Europe. These gatherings provide opportunities to meet potential candidates, learn about the latest trends, and expand your professional network.
- Partner with European universities, colleges, and technical schools to access fresh talent and build relationships with graduates.
- Encourage your current European employees to participate in referral programs. Employee referrals can lead to high-quality candidates who are a good fit for your company culture.
- Build relationships with reputable recruitment agencies in European countries. These agencies can help you identify qualified candidates and manage the hiring process efficiently.
Invest in learning and development
Learning is a huge part of any job. When candidates see you giving importance to learning and development and offering upskilling opportunities in your job posts, it’ll tempt them to take you up on your offer and join your company.
Here are some tips for you:
- Talk about the importance your organization gives to learning in your job posts and, if possible, provide a glimpse into your learning plans.
- Talk about employee training and upskilling constantly on your social profiles (read: LinkedIn). It’ll show your potential candidates your passion for facilitating training in the workplace.
- Partner with a learning and development platform that offers subscription services with unlimited learning experiences.
Talking about learning and development platforms, companies like BetterUp facilitate the process for you and create customized learning programs for each employee.
Build a professional brand
One of the best ways to impress a potential hire is by showcasing your values, company culture, and milestones on your socials, preferably on LinkedIn. A well-defined and positive brand can make your company stand out as an employer of choice and appeal to top talent.
Here are some best practices:
- Define what makes your company unique and attractive to potential employees. Identify your company's values, culture, benefits, career growth opportunities, and work-life balance.
- Develop a cohesive and authentic narrative about your company's history, mission, and impact. Share success stories of current employees to demonstrate the positive experiences of working at your organization.
- Maintain an up-to-date and engaging website with a dedicated careers section.
- Encourage your current employees to share their experiences on social media and professional platforms. Employee advocacy can amplify your brand message and attract potential hires through word-of-mouth.
- Emphasize the opportunities for professional development and career growth within your company. Show how you invest in your employees' skill development and advancement.
- Position your company and its leaders as thought leaders in the industry. Publish informative and relevant content, such as blog posts, whitepapers, and webinars, to showcase your expertise and attract like-minded talent.
Invest in EoR services
Investing in Employer of Record (EOR) services can offer several benefits to businesses, especially when it comes to managing global expansion, hiring international talent, and ensuring compliance with local employment laws.
Here are some ways in which EOR services can help:
- Instead of setting up legal entities in each country, which can be time-consuming and costly, you can use EOR services to start operations in a new country without the need for a local entity.
- Hiring employees in foreign countries requires adherence to complex local labor laws, tax regulations, and employment practices. EOR providers have expertise in navigating these legal complexities, ensuring that employment contracts, payroll, benefits, and taxes are all in compliance with local regulations.
- EOR services streamline the hiring process for international talent. They handle administrative tasks, such as employment contracts, onboarding, and payroll, allowing you to focus on finding the right candidates quickly and efficiently.
- EOR services assume legal employer responsibilities, reducing the risk of penalties and fines associated with employment law violations.
- By outsourcing employment-related administrative tasks to EOR providers, you can focus on your core competencies and strategic goals rather than getting bogged down in complex HR and legal matters.
Pay special attention to pre-boarding and onboarding
Preboarding and onboarding are essential processes for successfully integrating new employees into an organization and setting them up for success.
Here are some tips:
- Begin the pre-boarding process as soon as the candidate accepts the job offer.
- Provide the new employee with welcome materials, such as an introduction to the company culture, an employee handbook, and any necessary paperwork for onboarding.
- Introduce the new hire to a buddy or mentor within the company who can offer guidance, answer questions, and help the new employee feel comfortable before officially starting.
- Share practical information, such as the first-day schedule, dress code, and any specific details about the work location or remote setup.
- Conduct a formal welcome session on the first day. Introduce the new hire to the company's mission, values, and goals, and introduce them to key team members and leaders.
- Schedule regular check-ins with the new employee to ensure they feel supported, address any concerns, and provide feedback on their progress.
