How to effectively organize the recruitment process.

Assessing qualifications: The recruitment agency should carefully check the candidate’s skills, especially in the context of the country’s specific market and professional requirements.

Documentation and legal procedures: Recruitment agencies must be well-versed in the country’s work and residence permit regulations. They should take the lead in supporting the candidate and the client in gathering all necessary documents, providing reassurance and confidence in the process. Their role is not just about legal procedures, but also about caring for the candidate’s well-being.

Cooperation with the employer: The client, as the prospective employer, should be involved in the process from the very beginning. Appropriate contracts should be prepared, and relocation and integration support should be offered to the candidate, including assistance in finding housing, cultural orientation, and language training if necessary.

Extended recruitment process: Hiring a candidate from outside the EU can take longer, so this should be considered when planning employment. The client should be prepared and understand that the recruitment process may require more patience and time than for local candidates. This understanding and patience will be critical to a successful recruitment process.

Supporting the candidate: To ensure successful onboarding, it’s crucial to offer comprehensive support to the candidate in adapting to the new working conditions and life in the new country. This can include assistance finding housing or dealing with paperwork, making them feel cared for and valued.